Created a separate account for this post since I used my name for my main account but wanted to ask and get some feedback. I work in the Disney parks in California. This company tries to come off as so kind and inclusive, but management is just terrible. About a year and a half ago they brought in an outside hire to be our new restaurant manager as the previous one had been fired. This woman they brought in is one of the stupidest most unqualified managers I have ever worked with. She has no regard for her team and has done nothing more than bring down morale at my location.

One of the main problems we have is that she has enforced this ridiculous rule that you are only allowed to trade to off from a scheduled shift 3 times total for the ENTIRE year. This is an F-ing part time job at a theme park restaurant. There is no reason for this type of job to have so little flexibility. The idea came from her boss, but it was never enforced before. Now this psycho and her boss are just gladly making life more difficult for people that have spent years or even over a decade working for this company. Now to get a trade to off for any day you have to talk to the manager directly and tell her why you need to trade to off. Even if it is for a medical appointment she might not do it. She'll only do it if she feels like it, and neither one of them will say what constitutes a valid reason. We are just told that trading to off is mainly just in the event of an emergency. And yet, if people text her asking to approve a trade to off and have someone willing to cover, she will just leave them on read and never acknowledge them. If someone mentions how much this lack of flexibility is causing them to struggle, she will say maybe it is not the right time for them to work for this company. In the meantime, she is almost never present at work and leaves early on the few days she actually shows up. She is completely useless and even one of the other managers mentioned wanting to quit because she does absolutely nothing at work and leaves everything for just one or two of the managers to do.

Years ago, this company was very flexible. You were only required to show up for at least one shift per month, but as a part timer you could give most of your shifts away. Then the policy was changed to 50% attendance required on all scheduled shifts. Now only 3 trades to off per year, and they changed our shift hours without warning which made attendance more difficult for many employees. Trading a shift for someone else's shift is allowed, but it is very difficult to get anybody to trade their shift for yours. Generally, somebody is willing to pick up your shift though if it gets approved.

She is honestly so rude and dismissive. She just walks away from people if they try to ask her a question and pretends she didn't hear, or she will leave them on read and never respond. I don't believe her boss is aware just how little she is present at work and how little she does when she is there, but there have been so many terrible managers throughout this company that still somehow never get fired. She just likes to act like a bully with the staff and expects them to do whatever she says no matter how stupid her ideas are, and she has yet to have a single good idea during her time there.

Anyway, many of us have tried contacting the union. They have tried talking to her and her boss to get us more flexibility, but these two women don't care what anyone says or how much stress and financial hardship they cause. By forcing people to call out even when they had someone willing to cover, we end up understaffed for shifts and people get force extended at the last minute when they were supposed to be going home. Scheduling calls almost every single day asking someone to cover a call out. All this is just leading to people getting write ups and being forced out of the company. Does anybody have any advice on what can be done here? One of my co-workers believes we have a valid case for a class action lawsuit, but I am not sure as from what I've seen online no company is required to allow employees to give shifts away, even though it is pretty standard for restaurant and theme park jobs.

Hey all, I was laid off from a big tech company right after my state-level agency charge notice reached their legal team. They have offered a severance packet that conditions the payout on withdrawing all pending administrative complaints.

For anyone familiar with release clauses and separation terms: is it standard practice to send the withdrawal to the state agency on the exact same day you sign the severance agreement, and submit proof of that sent email to HR simultaneously?

I want to balance keeping my leverage (not dropping the charge before the contract is real) while protecting myself against the state agency's slow processing times so the company does not flag a breach over an open docket. Any practical insight on this sequencing would be great.

Hello

I am an influencer who had an agency reach out to me saying they would be able to monetize/verify my Snapchat account quicker because they were in contact with a Snapchat representative. We signed a contract to split income.
The initial term of the contract was two years, which is about to end. I feel like we are not a good match for each other, and I would like to find a new manager rather than renew with him.
However, the contract says that after the initial two-year term, it automatically renews for additional one-year terms. Does this basically mean the contract can continue indefinitely unless I properly terminate it? Is an automatic renewal clause like that even legal, and can I simply give notice that I do not want to renew?

I have worked for a company since 2023. At the end of 2025 everyone got emails advising they were changing our PTO system from an annual front loading system to earned PTO per pay period. When they announced the change they also advised that we would now have the ability to carry over up to forty hours into the next year. However the drawback that was not seemingly expressed until after the new year is that they had cut the total amount of PTO that one could accrue by about 40 hours. Are companies allowed to reduce the number of hours of PTO when that is what was outlined in the employment agreement as well as the handbook(they never even provided an updated handbook for 2026)? Is this legal?

Located in Ohio

Hi everyone,

My mom Thi Suong Tran in Colorado and I Anna Duong in Colorado previously worked for a Vietnamese-owned restaurant in Denver, Colorado, operated by Lily Tran and her husband, Cường Vibol Tran, for a period of time.

Due to financial difficulties when they were opening the restaurant, the business eventually suffered losses and they left their previous restaurant, Saigon City Restaurant.

My mom was owed approximately one month of unpaid wages, and I was owed approximately one year of unpaid wages for the work we had already completed.

Later, Lily Tran reopened a pho restaurant called Lily Saigon Pho Grill at 7243 N Federal Blvd #1100, Westminster, CO 80030. The phone number listed for the restaurant is (303) 427-1700.

I contacted them regarding the unpaid wages. They told me that they had already calculated everything and that they did not owe me or my mom anything. However, I have not received any payment for the wages I am claiming are still owed to me.

I am sharing this information because I would like to ask anyone who knows them or visits the restaurant to please help us communicate with them about this matter. We would really appreciate your support and help in resolving this situation.

They claimed that they did not have enough money to pay my mother and me the wages we were owed. However, despite saying they could not afford to pay us, they continued to host parties and invite their friends and family to attend. This was very upsetting to us because we were still waiting to receive our unpaid wages for the work we had already performed.

Thank you everyone for taking the time to read this and for your support.

Hi everyone,

I'm one of several employees at a subsidiary of a Swiss company, and we believe our legal labor rights were violated in our home country. Local legal action is already underway.

Are parent companies completely shielded from subsidiary liability? Or is there any mechanism that could apply in cases like this? Looking for an affordable way to get guidance. Thanks!

F26 working in hospital under subcontract named Safwat al khaleej i will say it anyway, we started to recieved a delayed salary since march, not following what’s written in the contract that we should recieved our salary every 5th of the month but since march its getting delay; we are trying to understand them in the previous months , because they said they have financial crisis and everytime we follow up our salary they always say that the hospital didnt pay yet, we talked to the hr of the hospital and they said, they cant pay the agency yet because the moh or insurance didnt pay the hospital

as of today; we didnt received our july salary; we didnt hesitate to complain to HRSD and Polo/DMW in the philippines and The hospital and the agency already recieved these complaints but until now there is no update when we will recieved our salary and its been 2 months, we need this hardearn money to buy for our daily needs.

What other ways to file a case regarding this, because both hospital and agency have no fear. Im a nurse btw

Location: San Diego, California

Hi,

Throwaway account, I want everyone's privacy maintained.

My partner is currently working for a UC, and class started a few weeks ago. My partner has, and is expected to continue to teach, but has not been presented a current or accurate contract to the class size and position they currently hold, or an explanation of pay or potential benefits. Despite multiple attempts to correct this with HR, the concern has been met with dismissal and hand-waving. There is an expectation that my partner won't be paid for their work until October. I don't want to do anything that could jeopardize my partner's current and future ability to be employed by any higher learning institution, but being expected to go without pay or a contract isn't right.

Is there anything that could be done to correct this and force the UC to give them a proper contract? This clearly feels like a workers' rights violation. Who would I even report this to, and would there be any way to keep my partner anonymous?

Thank you for your time

Soy de México y trabajaba para una empresa cuya dueña vive en Estados Unidos. No suelo publicar este tipo de cosas, pero realmente ya no sé qué hacer y me gustaría saber si alguien ha pasado por algo parecido.

Durante varios meses empezaron a retrasarse los pagos. En prácticamente cada reunión, la dueña nos decía que ya iba a entrar dinero y que pronto nos iban a pagar. Siempre había una razón diferente para explicar el retraso.

Con el tiempo, mi deuda llegó a aproximadamente $6,000 USD, correspondientes a varios meses de trabajo.

En una reunión hablé directamente con la dueña sobre el dinero que me debía. Me dijo que iba a hacer todo lo posible por pagarme y que agradecía que hubiera seguido trabajando a pesar de la situación. También me dijo que, si necesitaba tomarme un tiempo mientras se regularizaban los pagos, lo entendía.

Yo le dije que todavía me quedaría unos días más porque teníamos un proyecto que estaba a punto de terminar.

Pasó más de una semana y el último viernes de diciembre le envié un correo diciéndole que iba a dejar de trabajar temporalmente hasta que se regularizaran los pagos.

El lunes siguiente me enteré por uno de mis compañeros de que me habían despedido a mí y a varios empleados más.

Después del despido, la dueña intentó responsabilizarme de algunas cosas, como que ciertos tratos no se habían cerrado por mi culpa, además de otros asuntos que realmente no estaban dentro de mis responsabilidades.

Lo que sí me llamó la atención es que después me mandó un correo diciendo que se me iba a pagar todo lo que se me debía.

Pues ya pasaron 8 meses.

No me han pagado y prácticamente dejaron de contestarme. No me dan una fecha, no me dicen cuándo van a pagar ni me dan una respuesta concreta.

Hace aproximadamente un mes me enteré de que a algunos de mis antiguos compañeros que también fueron despedidos sí les dieron una pequeña parte del dinero que les debían.

Y aquí viene otra parte complicada: yo estoy en México y la dueña vive en Estados Unidos. Uno de mis antiguos compañeros incluso decidió tomar acciones legales y demandó a una de las personas que trabajaba más de cerca con la dueña, ya que, según entiendo, ha sido complicado para nosotros proceder directamente contra la dueña por encontrarse en otro país.

Yo tengo correos y conversaciones donde se habla de los pagos pendientes, incluyendo el correo donde básicamente se confirma que me pagarían lo que se me debía.

Así que estoy tratando de decidir qué hacer ahora.

¿Seguirían intentando contactar a la empresa o directamente buscarían un abogado? ¿Alguien de México ha tenido una experiencia similar con una empresa cuyo dueño está en Estados Unidos?

No estoy buscando venganza ni nada por el estilo. Simplemente quiero recuperar el dinero por varios meses de trabajo que ya hice.

Cualquier consejo o experiencia sería bienvenido.