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?

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.

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?

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?

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.

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.