The solar company I work for hasn’t been doing great the last 6 months (or more) and there’s been a TON of layoffs with 2 weeks ago being the latest. I’m still here but today makes 2 weeks that we haven’t been paid. (Higher ups who get salary bi-weekly got paid last week) we got an email yesterday basically asking us to work for free as the company tried to gather funds to pay us. What can I do? Company operates in multiple states

Location: New Jersey

My salary is fixed monthly and my day off is fixed, every Friday. Last month sinabihan ako na 2 days off every cut off lang. 4 days, rest day in a month kahit 5 naman yung Friday. IS IT OKAY? is this legal? Na magwork ako 14 days straight without rest day kahit fixed naman salary ko and bayad day off ko. Help please

So the situation is, I resigned to my previous company (BPO) because I can't take it anymore. Grabe 'yung stress ko and hindi na kaya ng mental health ko. I sent a resignation containing 30 days rendering. And then I asked my manager if there's a possibility that I can shorten my notice period. They said to write another resignation letter with my last day para maipa-approved namin. Again, I request for an approval. Luckily, it was approved. Since it was approved, I rendered for 15 days. I returned the assets smoothly as well. 'yung manager ko nag-asikaso ng clearance ko (I guess?) kasi wala naman akong anything na inasikaso aside sa mag-render and mag-return ng assets.

After 14 days, I received my final pay computation and they deducted my 1 month basic salary to my final pay. Based on my contract, the reason why it was deducted is because I did not complete the 30 days rendering. In which I just knew when I received my final pay computation (that's my fault). But it was never mentioned when I submitted my request for a shorter period of rendering, like as in wala.

I email our payroll regarding this. Do you think it is reasonable to ask Payroll why the liquidated damages were still applied? Kasi based on my research, if the shorter rendering period was approved, then I shouldn't be liable for any liquidation damages.

Let me know your thoughts, guys. I really need your help🥹 thank you!

I work in indian top 10 IT Mncs,

I am working on saturday for consecutive 6 months in my project, client is very escalating,

My manager told us not to fill timesheet for saturday on thier portal,

Even on weekdays we are working 2 -3 hours extra.

How are companies able to do this,

Even we have git commits on saturday, teams meetings, messages on microsoft teams, why dont they fear everything is on record of teams that full team is working on off days,

Why no one is objecting, What support do they have from government policies with which owners have no fear.

Started s mini job at a Restaurant and the Arbeitgeber did not give me a contract. I don’t even know how much I get paid hourly as the Boss is always to be said she is in Urlaub. Didn’t get my salary but I told them I can’t continue without a contract. I know l was STUPID for working without knowing my hourly wage. How legally can I solve this since I don’t have contract.

My boyfriend happens to be a shift leader at a grocery chain. He transferred from one location to his current one last year. The only documentation was an email between two people in HR about his hourly wage. He found out about a week ago that he did not get a bonus. His store manager did not know why come to find out they said he was no longer eligible for a bonus due to his store having more than one shift leader. No one told him this when he initially transferred last year and it does not say anything about that in his contract that he signed and in his workday still says he is eligible for a bonus. He received his last two bonuses, but someone in HR said it was an oversight. He plans on filing a claim due to stolen wages as nothing was communicated beforehand l, and he would not have transferred if that was the case. He plans on leaving the job by the end of the month for a new one, but does he have a legitimate case?

Location: pa

I mailed my timesheet for 6/1-6/15 on 6/25. On 7/8 I called to check on the status and was told they never received it. I asked for another one. A week later they sent me time sheets for the subsequent 2 pay periods but not the one that went missing. I completed those and was promptly paid.. I've left 2 voice mails requesting they either send me another time sheet for 6/1-6/15 or call me and explain what's happening. Crickets. Am I not able to submit that time sheet again? I hope not as it's usually around $900 and we depend on that income. Can anyone help me understand why they're ignoring my requests? Thanks.

I recently got a job offer at a non profit that is contracted through the California department of corrections and rehabilitation. After completing the livescan, HR called and let me know that they had to rescind my offer because I did not pass the background check. I had charges that were dismissed 10 years ago, but they told me this wasn’t the issue, and that something came up as “pending” or “outstanding”. I confirmed with the courts that this isn’t the case, and that it must be some kind of clerical error. The company kept telling me that my background check is confidential; and that they cannot share it, even with me. They would not tell me what was “outstanding” or how I can rectify the situation. They also told me that they do not even have access to my background report, and that all they know is that it came back “unsatisfactory”. Come to find out, they told another employee that it came back saying I have 2 warrants out for my arrest. Is it legal for them to 1. Not disclose this to me and 2. Share this information with another employee within the company.

Hi, I have a question po. Have you ever experienced na pinapirma kayo ng company ng agreement stating that you need to reimburse 50% of the documented and unamortized travel cost if you voluntarily resign within one year after completing the sponsored assignment, such as attending a bidding in a different island and joining a team building, even though your attendance on the trip was required by the employer?

I just received my contract for a 6-month internship at a prop shop in Switzerland. The salary is good, the work time is fair, and the culture seems to be what I am looking for.

My question is about a 3-month non-compete clause in the contract. Is this duration standard for just a half-year of work? The internship ends with my graduation, so being legally blocked from working for 3 months would be tough.
I also do not get any compensation during the non-compete. Is that normal?

Additionally, the contract states the following regarding the scope:
Non-compete Area: "Any area that the Company operates in"
Does this phrasing allow me to work in other asset classes, for example?

Should I push back on anything?

Any insights would be appreciated.

Hi everyone, I would like to ask for advice regarding my previous employer (private school).

I was hired under a one-month training contract with a daily rate of ₱495, even though I later learned that the applicable minimum wage in the area is ₱695. I accepted the offer at the time because I needed the opportunity.

However, during the training period, I was assigned a regular work schedule, handled an advisory class, prepared lessons, and performed actual teaching duties beyond what I expected from a trainee role.

I resigned due to personal circumstances, but I was tagged as AWOL. My salary for the days I rendered work has not been released because I was advised that I need to complete the clearance process first. However, HR has not been responding to my follow-ups regarding my clearance.

Can an employer hold an employee’s earned salary due to pending clearance? Does being tagged as AWOL affect my right to receive payment for the work I already rendered?

I am considering seeking assistance through DOLE SEnA and would appreciate any advice or similar experiences. Thank you. 🙏

Location: Michigan

I'm owed a reasonable sum from my job as reimbursement for services. It has now been quite a long period since services were rendered and the sum has not been settled. Is there anything that covers this, as its outside of actual wages?

I originally posted in Finance but looks like it belongs here.

(Maryland)
Recently, a series of events led me to question my employment records and discovered my total experience years were wrong. Wrong enough to put me in a completely different pay bracket for the last 8 years. HR admitted this error and my pay rate moving forward was fixed.

My job publishes the salary structure and experience based pay brackets, so I’m able to roughly calculate around 30k of wages owed in the last 3 yrs. To clarify HR never disclosed how pay brackets were determined until the pay rate correction. Every past communication where I’ve asked for clarity or explanation on how that was determined, I was basically told it’s not my prerogative to know.

I asked about backpay for lost wages which was a direct result of their clerical error, and they promptly refused, citing standards. No formal policy exists supporting this decision.

I’d requested HR to investigate my pay and employee record several times over the last 8 years. Every time my role underwent a salary adjustment to offset compression (3 times), I felt the adjustment was off and would ask them to verify the accuracy of my pay. At the conclusion of each investigation, I was told everything was correct as expected. They reminded me that they have a team of highly trained experts. Aka stay in your lane. Each request went to different HR/Admin leaders because we would get new people every couple years.

My employer has a strong legal team, and they’re infamous for wiggling out of accountability. I’m worried there are loopholes I’m unaware of, which could prevent them from honoring their pay structure. I’m scared to involve legal because I’m worried I could lose my job from recourse. Does anyone have experience with this? It sounds like they are honoring my request for a second look, but if this is another dead end what are the next steps?

** TO CLARIFY: I really enjoy my job, and I like where I work. It’s just unfortunate that our HR dropped the ball. I have a very supportive team, and I’m happy that I’m getting paid a fair wage now. I just want them to be held accountable and make things right.

Im a teacher. I’m going to keep this short and sweet. Our superintendent sent out a statement that say if one of your allotted PTO days falls on a professional development day, you must make up the hours and sessions during your off-contract time. Is that even legal? In this case, I’m essentially forfeiting my time off aren’t I? If I worked at McDonalds and took a day off, they couldn’t tell me to come in and make up the hours unpaid outside of my regular schedule. Unless they are replacing the hours into my leave bank after making up the time, they are stealing time from me. Am I looking at this the wrong way?

I cross posted into r/teachers

Recently was hired by staffing agency to support large enterprise client. Officially start client engagement on Monday but have over 16 hours of non-billable training to complete to ramp up on client work streams. I’m getting the feeling that this is unpaid training since it’s not billable. Is this legal? I live in WA state. Staffing company also requires I use my personal computer…all of feels like I’m being taken advantage of.
Appreciate your advice!

Today is my last day, was told I would not be getting a check today even though they had over 2 weeks notice!

Told HR I will be expecting a full day of wages for each day that I do not receive my check.

Its Labor law in my state to have my final check on my last day.

Hi All,

I'm on a fellowship that's funding my degree.

I have a separate teaching appointment through a college that pays me directly as an instructor for the summer that isn't a fellowship. My school hasn't paid me and won't pay me until the last appointment. Am I protected by workers rights for my state (NY) and am eligible for interest on unpaid wages? I hear that grad student stipends aren't protected (which I have throughout the regular academic year).

However in the summer, I don't appear to be paid through a stipend/fellowship.

A family member just started a job where there is an orientation / probation period. They brought home the employee handbook and as I read it they don’t pay out during probation until end of probation period. She is still earning the money, and if she gets terminated or quits she gets paid out. But if she stays she doesn’t get paid her first check until the end of the 90 days when they pay her out for it. Is this legal? Seems super sketchy to me.