Antiwork

We are under staffed, but I have a great team. Sometimes it feels like the higher-ups just need to be bitching about something, though. Right now it's “gotta make sure we get more credit card applications!” I don't know what to tell these people. My cashiers are asking everyone. Even that is pretty obnoxious from the customers' point of view, but what's the next step? I can't have them ask “harder”, and they get the script down every time. A no is a no. I have cashiers that are embarrassed to ask at this point. They loathe it. The pay is great, but I'm worried that we're just one domino away from a bulk-quit. When customers write surveys about my cashiers (another thing they are supposed to ask them to do), the negative feedback is almost always in regards to these damned applications, and 2 complaints lead to a write-up…

So for some background I am 21F working in the IT industry employed at my first IT job. I am currently employed at a small MSP (mass service provider) company and was offered a job position at a new company. I need to let both jobs know my answer in 12 hours. Job 1/Current Job: Small company, only myself, one coworker, and my boss Kind and somewhat family oriented work environment Challenging work, gaining lots of experience in various aspects Salaried at $30,000, offered to give me a raise to $37,000 for me to stay BUT I will not receive a raise for the next two years Mon thru Fri 8:30 AM – 5:00 PM 14 days PTO/year Own person office in the work building On call two weekends per month Lots of road work on an almost daily basis Commute to work is 40 minutes one way Job 2/Possible…

I have been asked to share copy of my current employment contract along with payslips as part of their background check for new hires. Is that even legal? Contracts contain private and confidential information and I do not want to get into trouble for this. This is for a junior non-executive role (new job) and I feel like it's too much just for a background check. Edit: I have offered to send them my offer letter (different from contract) and proof of my payslips but apparently that's not enough.

I just got paid and the check seemed a little off. The amount of hours I worked for this pay cycle going along with a bit of overtime, I anticipated something pretty good money to save. Plus, there was supposed to be a little bonus for sometime off for renovations to the business. I don’t feel as though everything was adding up. Even taking taxes in consideration. So, I thought I do some looking and I know I can login to my business’s payroll site to view paystubs and such. I’ve only looked at it one other time but I did save the link for it because I knew it was probably important. I go to the link and login and it brings me to a static page with nowhere to go. Other than a link for a card. This is not what was there last time. I didn’t know…

I've only left one job on a two week notice because I actually liked working there, every other job I've had I quit on the spot as soon as I either found something better or got fed up. Im just generally curious if this has ever affected anybody drastically.

I was discussing with my co workers about checking your paychecks and one co worker goes “oh! I always check my paystubs. have to make sure” This was in reference to a class action lawsuit against my company from a former employee. He alleges that he was not compensated correctly according to his differential and given break times among other things. ​ Anyways, I wanted to ask with regards to an (ADP) paystub, how much in depth do you go into review everything? ​ Is it necessary to go as far as making sure the correct percentage of federal and state income tax is taken out among other taxes. Should you always multiply your hours by your hourly rate to make sure the math isnt wrong? Should one always check every single deduction, and if you find a discrepancy, is there a deadline you have to reach to fix it?

My company started the return to office process recently, with 50% of the office alternating two days a week in. When I went in today my boss mentioned that HR is tracking who is coming in. he didn’t mention how, but I don’t doubt there’s a way. He didn’t bring it up like a scare tactic, though, and he mentioned they may be reconsidering the RTO strategy. When I’ve been in, there’s less than 25% (at most) of who should be in. I‘m trying to make sense of the tracking and the purpose. I guess its possibly positive, they have to see most people aren’t coming in so maybe they let us decide about coming in instead of forcing. Of course, it could be they use it to get more strict with the policy. Either way, it’s weird to know they’re tracking who is where. Just figured I’d share my…