A few months ago I filed a complaint with the Department of Labor against my former multinational corporation. They have previously settled this matter in a prior lawsuit which would technically make every day being willful violations for not paying for restroom breaks and computer boot up time. I'm curious has anyone ever reached out to the Department of Labor and they did not do anything?
New supervisor at my job said I should have my earpiece on during my 15 minute break. I don’t punch out for this break and I am paid for it, but is this reasonable? Shouldn’t this break be my time? Our store isn’t even particularly that busy most of the time. This person is the first to ever mention this rule.
I worked really hard to get the position I have at the company I work for today. I spent three years driving 500 miles 1-2x a month to volunteer at the nearest wildlife refuge to gain experience working with exotic animals. Studying to get a B.S. in Biology. After applying/interviewing over and over, I finally got in. It's a government job for one of the biggest cities in California, and everyone including myself thought it would be a breakthrough. Upon hire, I signed paperwork that states I acknowledge that I: Will always be part-time and never go full-time. Therefore, I am ineligible for receiving any benefits. Including, No overtime. And, Not to expect a raise in pay, ever. I was shocked sitting there, staring at this paper. But I signed it, because I tried so hard to just get in. Now six months in and I swear to God, someone…
Hi y’all, western US here and I got a question. My wife works for a call center as a mid level manager but is still in work flow. Every 4th weekend she has to be “on call” from 6am to 4pm with no extra pay and no extra days off during the week. Basically every 4 weeks she works 12 days straight and is salaried at 40 hours. When it has been brought up to her management or HR team she is told “you are only needed to be available in an emergency” however there are multiple “emergencies” every weekend such as if someone calls out she has to “cover” their shift. Is this legal? Advice would be greatly appreciated.
I have done a cursory search, but cannot find where to file violations for failure to post pay scape on job descriptions. Here are the states with these laws. If you find the procedure, I will edit my body text with a link to the proper agency. Apes strong together! California – effective Jan. 1, 2023 Colorado – effective Jan. 1, 2021 Connecticut – effective Oct. 1, 2021 Maryland – effective Oct. 1, 2020 Nevada – effective Oct. 1, 2021 Jersey City, N.J. – effective April 13, 2022 Ithaca, N.Y. – effective Sept. 1, 2022 New York City – effective Nov. 1, 2022 Westchester County, N.Y. – effective Nov. 6, 2022 Cincinnati – effective March 13, 2020 Toledo, Ohio – effective June 25, 2020 Rhode Island – effective Jan. 1, 2023 Washington – effective Jan. 1, 2023 (Sauce: https://www.govdocs.com/pay-transparency-laws/ )
I'm getting ready to go in for a 52 hour week and I'm dreading it. We have “mandatory overtime” all the time that we get stuck with. Good luck just having a 40 hour week with 8 hour days. As soon as your training is over and you are competent enough you will be working 12 hour shifts all week every week. I've only been here 3 months. I'm still in my 90 days so I can only reach 4 points right now for calling off. I only have 1 point right now that was supposed to be taken off because almost everyone called off because we had a snowstorm a few weeks ago, but 2 whole people showed up so they decided not to take the points off. They also put case count before people, but act like the opposite. They are always saying “it's just cookies” (they bought…
