Category: Antiwork

i’m a waitress at a local sushi restaurant and in the morning i am the only server. this couple comes in and the man orders scallop & steak teriyaki okay great. it gets made and i bring it out, everything is good. the teriyaki comes w a salad and side of steam rice. i come back a little later and he had mixed feelings everything into a bowl and telling me that it looked small. i told him it’s the same amount it always is to which he said he comes here all the time and it looked small, i offered to talk to the chef but the man said no. he just kept saying it was small and i asked again if he wanted me to talk to the chef or do anything and he said no he just wouldn’t come back. okay don’t give a shit. then later…

Specifically in the department that is responsible for culture, training, and affirmative action (and yes the department that creates all those company propaganda videos). I complained internally about being abused/intimidated into an explicit departmental plan to promote unqualified white people over minorities (which I didn’t submit to). I’ve been speaking to lawyers, but I’m not sure I have a case since I am white. Maybe “HR” will come back and fire everyone involved after they finish their investigation (company is so big we have HR for HR), or maybe a lawyer will take my case. Any recommendations for what to do if those things don’t work out? I’ll keep the company name secret for now (legal stuff pending and all), but it’s mentioned all the time here. You guys are creative- thought you might have some ideas. Believe it or not, there are HR people with souls who do the…

My daughter works as a teller for a local bank, she's been there about 6 months or so and for the most part enjoys it. Makes $15 an hour, which isn't too bad for a college kid that still lives at home. I just got wind that she is required to attend three charity events in a year so the bank has “representation” during these events. All fine and dandy, but she is not getting paid to attend these events. Typically they are on Friday/Saturday evenings for several hours. Is it legal that they are required to attend these events and not be paid for the time they spend there? I can make a call to the labor board next week, but figured I'd ask here first.

So I have been helping my fiance try to find a work from home position and have come across a lot of shady offers that seem to just be after her personal information and bank info. She has medical issues that have made her lose jobs in the past that are easy enough to deal with if she can work from home (she can take a moment when pain flares up and incapacitates her without a crappy boss yelling about productivity even if she meets her work load expectations). Is there any good way to avoid these or find a website better than indeed to find work from home jobs? This shift can literally enable her to not have to look for a new job every 8 months and won't force us to keep moving to try and accommodate. I am sorry if this post is a bit out of…

How is everyone dealing with it. It is getting insane dont you think?

Is demonstrably false and pedagogically. Dont you know the world is built with blood and genocide and exploitation? The global network of capital essentially functions to separate the worker from the means of production

At a job where I manage a retail store, and my GM said we were being paid for being on-call with our bonuses (which are tied to revenue numbers). I sent an email requesting a list of responsibilities and detailing that I’m required to be on-call. Now there’s radio silence. Am I wrong and also, is that a coincidence? 🤔

My union, before I was an officer, negotiated a contract to close the factory. What they didn't do is put a frickin' sunset clause into the contract. As far as I can tell, as worded, there is no expiration on the contract; it's until we close, which would have been fine if the factory closed in 2019, like the company initially claimed. However, it's 2022, we are running 24/7 with the company completely unable to estimate a new closing date based on unprecedented demand for our product (thanks to COVID shutdowns). Now, I'm an officer shackled with this stupid contract, which stipulates no striking. Is there any legal precedent for this kind of situation? Is there some sort of court-invented automatic sunset for “closing” contracts for factories that don't close? I'd like to force the company to expand union hiring and tie future pay raises to cost of living, but…