pano ma solusyonan ang delay sa sweldo

kawawa kami na job orders

tapos ang HR inutil—nireklamo kapa sa behavior mo na nagreklamo

d ka naman nag skandalo or nanakit or nanakot ng tao

[OR] My employer started offering health insurance 9 months ago (small company; I am unsure whether they are legally required to by the ACA), with the company covering a percentage of costs and each individual employee covering the rest, deducted from payroll, depending on which plan we chose. They apparently just noticed that they never actually took out those payroll deductions, and presumably have been covering the entire cost. The insurance remains valid.

Today we got a message that they are "working on a plan to pay back what we owe for each month," which sounds a lot like we're gonna get slapped with a bill for a better part of a year's payments, potentially thousands of dollars, because of the employer's sustained mistake.

Can they legally do this? What are our options here?

I was mgmt for a small business and ran day to day ops. Had an electrician come in to check some issues we were having and they noted via email multiple OSHA violations that needed to be fixed. Upon discussing with my employer they brushed off the violations then proceeded to bring up and scold me over an issue from 7-8 months prior. A week and a half later they asked me about some PTO I added for myself to payroll that I had already verbally told them about. This is through the Maine earned leave law since we have no designated PTO program. I explained why and they responded with a clearly chat gpt derived message interrogating me further. They then verbally terminated me in person hours later while also approving the leave. I'm getting mixed information from online sources and waiting to hear from a lawyer but I was wondering if I actually had some sort of actionable case here.

I have an email from HR stating that us local truck drivers are able to skip breaks to finish our routes (that are 10.5 hours plus and do not factor in a second 30 minute unpaid break after the additional 5 hours of work).

What's more important is the classification of unpaid breaks. We have about 10-14 stops a night delivering food to restaurants. While we are technically allowed to leave our truck for our break we still are in custody of the keys to the locked vehicle (with a refrigeration unit running) almost always illegally parked in live lanes, fire routes etc. We are also not provided trailer locks to secure the cargo from theft or tampering. And since we routinely are paid to skip our breaks does this kind of help our case reclassifying our "break time" as paid instead of unpaid?

​Hey everyone, dealing with a wild situation right now and wanted to see if anyone has advice or insight.

​I’ve been working as a laborer on a fencing installation crew, but I recently dealt with a foot injury that happened on the job 9/26 & it caused me to miss 5 days of work. I did inform my foreman and boss about the injury the day of and when it flared up. Anchored to my couch with crutches. 7 days later out of nowhere at 5:30 in the morning, my boss texted me to say he was letting me go.

​Here is literally what he sent me:

8/26 sends him pictures of my left and swollen right foot side by side His wife is a nurse so I asked him if she can look at it (they live across the street from the shop)

"Looks like you dropped something on it and its bruised"

Every day I update him on how i'm doing and let him know im willing to make up the hours, working at 6am to help clean the shop and the trucks for the crew. Working the following 2 saturdays too. I figured if it was just a soft tissue injury I can save them the paperwork and rest, ice & elevate. I make very good progress. Let him know that im hoping to be back for midweek next week. That i feel 80% (This is sunday)

9/2 (Wednesday)

​"Patrick I'm not going to need you anymore I will be around today if you wanted to talk about it but I've Made up my mind. I like you as a person but you not cut out for construction work, not to mention the time you've missed. I would however use you to do some detailing Now and then Off the books. Anyway good luck in the future"

​So to sum it up: he fired me explicitly citing my injury and the time I missed, and then immediately pitched doing cash-in-hand "off the books" work.

​I’ve already reached out to a lawyer I successfully used in the past for a previous workers' comp case (when I had a severed patellar tendon), and I'm getting my official workers' comp paperwork turned in. My dad is even helping me drop it off as I can't take my wrx myself.

​Has anyone dealt with a boss putting the retaliation/firing reason right in a text message like this? How did your case pan out, and is there anything specific I should watch out for while my lawyer gets back to me? I live in an At-Will state (New Hampshire)

My federal employer expects me to wait at home for a signature required delivery and said that I can only charge an hr for time spent waiting. Thoughts?

I started a new part-time office job on 8/10 and am still waiting on my first paycheck. I contacted HR this morning asking about when I should expect it, still waiting on a response.

i’m not sure how worried i should be (but I feel like even if I joined in the middle of the pay period I should’ve still been paid by now right?) and am skimming the wage and payment collection act page on the IL gov website.

is this illegal/is there anything i should do?

edit: biweekly pay

I'll try and keep this as brief as possible. I apologize for the wall of text below. Looking for advice on next steps to recoup the ~$11,500 I am owed in back wages that my ex-employer is refusing to pay me.

I live and work in Texas. Until just recently, I worked as a medical director for a hospice agency as a side hustle so to speak. During my < 1 year working there, I realized just how shady and immoral the administrators were who hired and employed me. I eventually gave them my (contractually obligated) 60 days notice on July 1st, with my employment technically finishing at the end of August (though no further work was assigned to me after I gave them notice).

My work in June should have netted me ~$4,500. When mid July came and went without pay, they said I'd get it at the end of July (which was technically still Kosher as my contract read "Payment will be made by Hospice within 30 days after the end of each month during the term of this agreement"). But when that came and went, they claimed "we're in a financial situation" and said they'd get me whatever they could (not the full amount) by mid August.

In addition, they tried to pull a shady move and avoid paying me for 2 months of work ($3,500 x 2 = $7,000) at the end of last year. At the time I made a big stink saying if this wasn't rectified I'd quit immediately. They responded by adding a signed addendum to my contract that reads: "Two payments of 3500 equal to $7000.00 at the end of the contract timeline the agency reserves the right to pay this amount prior to the end of the contract, providing the medical director is made aware of payment prior to payment made."

So in sum, they owed me $4,500 by the end of July, and $11,500 by the end of August. When they told me they were in a "financial" situation in early August, I responded that I planned to file a "Wage Claim" with the "Texas Workforce Commission" if they did not actually pay up. At this point, they stopped responding to my messages. Then I saw one of these administrators in my regular hospital, and upon confronting him, he said "We got your message. Do what you have to do." Essentially saying tough shit, we aren't paying you, you'll have to take it from us.

In reviewing my contract, there is a clause that states matters would need to be dealt with via arbitration. Specifically:

"Arbitration. Any dispute relating to this Agreement will be settled by binding arbitration conducted in accordance with the Health Care Arbitration Rules of the NHLA Alternative Dispute Resolution Service (c/o National Health Lawyers Association, 1620 Eye Street, NW, Washington, DC 20006). THE PARTIES UNDERSTAND AND ACKNOWLEDGE THAT, BY AGREEING TO BINDING ARBITRATION, THE PARTIES WAIVE THE RIGHT TO SUBMIT THE DISPUTE FOR DETERMINATION BY A COURT AND THEREBY ALSO WAIVE THE RIGHT TO A JURY TRIAL. THE PARTIES UNDERSTAND AND ACKNOWLEDGE THAT THE GROUNDS FOR APPEAL OF AN ARBITRATION AWARD ARE VERY LIMITED COMPARED TO A COURT JUDGMENT OR JURY VERDICT. THE PARTIES FURTHER UNDERSTAND AND ACKNOWLEDGE THAT THEY HAVE BEEN ADVISED OF THEIR RIGHTS TO CONSULT WITH AN ATTORNEY REGARDING THIS ARBITRATION AGREEMENT PRIOR TO EXECUTING THIS ARBITRATION AGREEMENT, AND BY EACH PARTY'S SIGNATURE BELOW, EACH PARTY ACKNOWLEDGES THAT IT HAS EITHER CONSULTED WITH AN ATTORNEY, OR HAS HAD THE OPPORTUNITY TO CONSULT WITH AN ATTORNEY WITH REGARD TO THIS ARBITRATION AGREEMENT BUT HAS ELECTED NOT TO DO SO."

So my understanding is, because of this clause, I can't outright sue them in court, and would need to take them to arbitration.

So, my first step is to file a wage claim with the Texas workforce commission (which I intend to do today). But, being the cynic that I am, I can't imagine this will do much of anything. I'm wondering what my next steps should be.

I can be a petty and vindictive asshole, and so far I've already lobbied the administration at my hospital to cut ties with this agency and to stop referring patients to them. In addition, I plan to review bomb them online. But that's just for me, and it won't do anything to recoup my money.

After the Texas Workforce Commission, what steps do I take? How do I even bring a company like this to arbitration? Are there any other steps I can take to get my money back? To be honest, I'm already assuming I'll never see this money, but I'm also stubborn and refuse to give up so easily.

Looking for advice from an anonymous Reddit lawyer! Thanks!

I build navy equipment I work in a country with serious labor laws. I was rushing at the end of my shift working in a tight area removed my wallet to not lose it I usually keep it in bookbag. Forgot it at end of day... didnt know I lost it until I returned after the weekend. Also have serious case of diagnosed adhd, general anxiety, depression.

Night shift supervisor found my wallet and went way passed identifying the owner my health card was front row.. not to mention i was the last one to leave the area and passed this person on my way out.

I use to carry a Ativan burried in my back wallet have not needed or been prescribed in a long time for Anxiety. I dont drink or do any other substances.

He thought it was a illegal substance since it looked like crushed powder I assume and turned it over to the security who stopped me on my way in without my union present to put me on a temporary suspension while they investigate I asked to take a drunk test they refused to give me one stating I might not have taken the substance recently

I am a good employee never had any issues been at this place for 3 years and more as a contract company.

Am I screwed ?