This was my boss at a moving company and overall I thought he was a pretty cool guy. He was always very inconsistent with timing for payouts but I feel like I’ve been genuinely shorted and robbed for my time here.

I waited all week after constant delays to do this load and unload from Colorado to Arkansas, by Thursday we were on the road. Me, the boss, one other employee. I really thought I was gonna get a nice payout for waiting for this job so I didn’t mind having to sleep in the TRUCK and have no food allowance.

The client gave the boss (business owner) a $1500 tip on top of what he was getting payed and told him to distribute to the crew. I was honestly happy with the $200 he gave me.

Then after it’s all over I get a Venmo notification for $275?! (My hourly is $25 btw) I asked my boss politely after if there was any more money coming in and he said yes, I never was sent anything regardless of how many times he reassured himself. Also in my state you are legally required as an employer to provide compensation for each hour on the road (about a 32 hour drive for the whole trip) as well as compensation for food and provide and hotel. He insisted he said he would pay me 100$ for each day and I agreed. I did not and he never told me that. I wouldn’t have agreed.

Waited the whole week for 475$. Hope it’s enough to get by. Lmao.

Sometime around last month I woke up on a Random Tuesday unable to walk because of really bad back pain went to the er and all they did was give me pain meds and recommended i see my primary care doctor which was gonna be a couple weeks to see her, however i could not return to work because the back pain wouldn’t get any better, my employer asked if this is an injury that happened at work to which i replied i wasn’t sure because i woke up this way and i couldn’t really pinpoint what caused it, my employer recommended i filed for short terms disability which i did and got approved. Then used the time to see my doctor which recommended pt and provided meds and advised me to stretch frequently as well as 2 more weeks of time off of work. Short term disability got accepted for those 2 weeks and then we get to yesterday my return to work date. I got in and as soon as i perform one of the tasks we do which involves lifting a heavy machine the sharp back pain returns and i’m back in pain. I let my supervisor know and we call hr and she tells me that if i can’t work and my back still isn’t better that maybe it’s not a job for me and i need to resign. I have not been with them a year so they said Fmla isn’t offered to me. What’s the best way to proceed am i correct in thinking that if they are choosing not to wait for me to get better that they need to fire me or should i resign?

Location: CA.

I am a college professor, and as a summer project, I received a 1099 contract working remotely to do a course redesign as Subject Matter Expert for a school in CA. This was supposed to take all summer.

During the first couple of weeks, I had an hour's worth of phone calls about the project. I attended an hour long zoom meeting, exchanged 50 or so emails about the project, and completed and submitted a redesign of the first of 8 units.

However, when I was unable to go to the week 3 meeting because of travel (on Monday, they scheduled a Wednesday meeting for a time was going to be at the airport), I was dismissed from the project.

I submitted an invoice for the work that I done over the first two weeks, but I received an email saying "the contract you signed would only pay you upon completion of the revision. Since you did not complete the entire revision, SCHOOL feels they are under no obligation to pay you even for partial work."

The only place "complete" or "completion" appears in the contact is

"Invoices – Invoices will be submitted following completion of the specified project milestones. Please include project milestones accomplished and hours used to complete assignment."

The term "milestone" does not appear anywhere else in the document.

There is a long list of deliverables which I will include below.

So, is it legal in CA not to pay me for my work over the first two weeks?

Thanks!
Pizzaordeathorpizza

Deliverables: • Learning Objectives aligned to program outcomes and applicable external standards   • Curriculum Outline including topic sequencing and estimated duration   • Instructional Content (e.g., presentation materials, written content, or scripts, as applicable)   • Learner Materials (e.g., job aids, exercises, or reference documents, as applicable)   • Assessment Content (e.g., knowledge checks or evaluation items, as applicable)   • Source Materials and References supporting content accuracy and rigor  

Responsibilities  • Define and maintain instructional intent, key learning points, and subject-specific standards   • Ensure alignment of course outcomes, module objectives, learning activities, and assessments to program outcomes and external requirements   • Provide and validate subject matter expertise, core content, and relevant resources (including publisher or third-party materials, as applicable)   • Review and approve curriculum materials to ensure accuracy, rigor, and consistency across subject areas   • Collaborate with instructional design partners to ensure content is effectively structured and represented in course materials   • Ensure assessments appropriately measure intended learning outcomes   • Participate in review and revision cycles, incorporating feedback within agreed timelines  

Standards & Requirements  • Deliverables will adhere to templates, standards, formatting guidelines, and timelines provided by the organization   • SMEs will collaborate with designated instructional design partners throughout the development process 

Hello everyone, thought Id add a post I added to another subreddit here as well

So I’m in treatment for an illness. I go to treatment 3X a week. My doctor did the paperwork for intermittent leave so I can attend my appointments. My job accepted it and told me my FMLA was approved. A few days after, my job tells me that they need a doctors note of every appointment that I go to. I’m not comfortable with this. I’m already in a vulnerable spot. I just got this new diagnoses. I don’t feel comfortable asking for additional paperwork every time I go. After my treatment yesterday I decided to ask and it took the staff a hour to get me the note which I understand they are busy. But I’m tired and sick after treatment, I just want to go home. Is this legally required?

Location: NYC

An employee at my job works a 40h week. Paid "hourly" but effectively salary, with a standardized schedule. In addition to their regular work week, the owner often asks them to take other "jobs" outside those hours, paid separately.

The individual and I are both understand why they structure it that way. It falls under "technically legal". I don't have the power to make it right and I'm not going to mess with someone's income unasked.

The owner has informed me the person would not be coming in to one of their work days. They are instead assigned to a longer than usual shift on a separately paid job. They told me to schedule them to "make up the hours" on one of their usual days off. While the schedule change falls within the 72h requirement of NYC's Fair Workweek law, requiring they work on their day off to accommodate the employer's needs feels like it crosses the legal line.

Does it? Or does it just feel like it should?

NY - Fired/Constructively forced out after 3 days? Manager verbally abused me, threatened false police report, and classified me as an independent contractor. Do I have any labor law claims?
I live in New York and recently started my first office job after graduating college. I was hired as a Sales Assistant for an international export company.
I only worked for about two and a half days before leaving after an incident with my manager.
On my third day, she assigned me a task involving the number 1438. She gave me no explanation of what the number represented or any context about the transaction. Based on the work I had been doing, I calculated a price per pound, but before completing it I asked a simple clarification question because I wanted to make sure I understood the assignment correctly.
Instead of answering the question, she immediately became angry and started insulting me personally. She criticized my work, my education, and continued yelling instead of explaining the task. This wasn’t the first time she had done this. On my second day, she also berated me for printing Excel sheets differently than she wanted, even though she had never told me her preferred format beforehand.
After she continued insulting me, I lost my temper, slammed the table, and cursed at her.

She then threatened to call building security and the police and claimed she would tell them I had hit her, which is completely false. I called the police myself while still in the office and explained what had happened. The officers responded, and no assault charges or accusations were made against me.

There are several other things that concern me:
I was classified as an independent contractor/freelancer even though I worked in the office on a fixed Monday-Friday schedule under her direct supervision and used the company’s equipment.

During the argument, she reminded me that she had copies of my driver’s license and Social Security information that I had provided during the hiring process.

The office suite displayed a different company name than the company that hired me.

The office only consisted of me and my manager, although she said other employees worked from a Manhattan office.

My questions are:

Does this sound like possible independent contractor misclassification under New York or federal law?
Could the repeated personal insults and threats of making a false accusation have any legal significance, or are they simply not illegal?

Would filing complaints with the New York Department of Labor or the U.S. Department of Labor be appropriate if I believe I was intentionally classified as an independent contractor to avoid payroll taxes and employee benefits?

Are there any other agencies I should consider contacting based on these facts?

I’m mainly looking to understand what legal rights, if any, I have under New York labor law.

Back in March, I was approached by my manager to “help out” until he was able to hire a new person. We verbally agreed on a compensation and since this I still haven’t been paid. I have two recordings of us talking about it and where he states that I would get paid at the end of July. It’s now July and the last paystub for this month doesn’t reflect it.

Do I have anything here or should I cut my losses?

I’m looking for some advice from anyone who’s been through the WRC process or knows Irish employment law.

I worked as a support pharmacist in a community pharmacy for around 10 months. During that entire time I never received a written contract or statement of terms, despite asking multiple times. I even have a WhatsApp voice note from one of the owners saying I’d get my contract in October, but I still never received it before I left.

Some of the other issues I experienced were:

\- I was told when I started that some of my shifts would overlap with one of the owners for support, but this never happened.

\- I was regularly contacted on my days off about non-urgent work issues, making it difficult to switch off.

\- I requested annual leave about two months in advance but was told I couldn’t take leave because both owners were travelling abroad together. When I later suggested different dates, I was asked to postpone them again because one of the owners was going away for the weekend.

\- One day I became very ill at work with vomiting, diarrhoea, a fever and feeling faint. I contacted both owners at about 1pm to say I couldn’t continue working. They told me there was no cover available and that their daughter would come in when she could. She didn’t arrive until about 5:30pm, so I had to remain at work despite being obviously unwell.

\- On another occasion when I called in sick, I was told it was “too late to organise cover”, which made me feel pressured to come in.

I have screenshots of WhatsApp messages, holiday requests, messages about being sick, and the voice note about my contract.

I’ve already submitted complaints to the Workplace Relations Commission and have now been given a hearing date.

My questions are:
Do these complaints sound like they have a reasonable chance of succeeding?

Has anyone gone through a WRC adjudication without a solicitor, and how was the experience?

Is there anything else you would do before the hearing to strengthen the case?

I’d really appreciate any advice or experiences from people who’ve been through something similar.

I am currently on the payroll of Randstad, and deputed to a client. So now I am in the client place since april and I am not liking the job, too much pressure. I plan to abscond from this job. Today is July 22nd, can Randstad withhold my salary for July if I abscond? I intend to return client’s assets, the laptop. But I really dont think I can continue to work here.

help!! is this legal?

so after months of searching, i finally found a serving position at a small local restaurant. i went to the interview yesterday and something didn’t sit right with me.

the interviewer told me that it’s required to take an hour break at a scheduled time. however, if during this time we still had a table, i would still have to clock out and take care of the table. and if a table came in, i would have to take them (while remaining off the clock). when i pressed the interviewer about this, he said i would still be earning from the tips so it didn’t matter.

i live in the state of florida so im wondering if anyone else has come across this. thanks!

Hi! I work for a chain nationwide spa as an esthetician, I work in NY state. I just noticed my employer is not paying me all of my hourly wage each week if my commissions “make up the difference” as they stated when I asked them. For example, I worked 18 hours last week (3 of which were actually working on clients, 15 of which were sitting around waiting for clients to book). My paycheck states I made about $90 in wages for the 18 hours I was clocked in, and $160 for my commissions in selling. Is that legal? (The week prior I didn’t sell anything but my paycheck was about the same: $240 in wage, $0 commission). Looking back at numerous paychecks, this has happened several times.

(My commissions come from selling skincare products after a skincare service).

Edit to add: No I did not sign a contract agreeing to this. The only documentation on my salary sheet that I signed was that “additional compensation includes commissions”. I will be bringing this matter to my manager and update the thread as I go. Thanks everyone!

Hey everyone, looking for some perspective from anyone who’s been through employment litigation or FLSA wage claims.

I worked as the sole IT guy for a mid-sized company. Despite having a "Director" title on paper, 90%+ of my actual daily job was hands-on helpdesk work—fixing laptops, repairing hardware, taking 2:00 AM server calls, and answering weekend texts/tickets from executives (including getting yelled at on a Sunday over coffee being out) I worked like a dog everyday, vacation days, sick days weekends never mattered I was still given tickets, emails and phone calls day or night. Even on Holidays.

When I raised concerns about uncompensated overtime:

1. Management handed me a written memo forcing an 85+ hour workweek and converting me to non-exempt with a slashed ~$8.80/hour overtime rate.
2. The memo gave a "take it or leave it" ultimatum: stepping foot back in the building meant accepting those terms.
3. My labor attorney submitted my formal resignation citing constructive discharge and retaliatory wage violations under the FLSA. The memo was send in direct response to the demand letter from my attorney.

My lawyer and I have an airtight paper trail:

• The Written Memo: Admits I'm non-exempt and documents an illegal sub-minimum overtime rate.
• Technical Logs: Server/VPN timestamps, ticket records, and email headers proving active late-night/weekend work.
• Executive Texts: Direct calls and messages from company execs demanding off-the-clock labor on weekends and vacations.

My lawyer submitted a formal demand backed by hard statutory math (3-year lookback, mandatory 100% liquidated double damages, and attorney fees).

Their defense attorney just responded with a laughable $9,000 settlement offer.

It feels like a total slap in the face given that their actual legal exposure is well into six figures, and my attorney says their written memo is a literal smoking gun for a willful violation and retaliation. The wording in the memo says clearly "In response to your demand letter" then slashes my overtime rate moving me to a fixed work week method attempt on a late Friday with no chance to negotiate or fight it. They said clearly returning to work Monday is acceptance of this change.

My Questions:

1. Has anyone else dealt with this kind of insulting "nuisance" lowball early in settlement talks?
2. Is this just standard defense attorney posturing to test if I'm desperate, or do they actually expect people to take pennies on the dollar?
3. How quickly did the numbers start moving once your lawyer called their bluff and pressed forward toward formal court filings or depositions?

Appreciate any insights or shared experiences!