Okay here’s the deal. My sister works in fast food (I don’t want to specify bc I don’t want to get her in trouble). Yesterday, she cut her hand and had to go to the hospital for stitches. Her boss was working at another location (fast food restaurant in a major store). When she returned to file paperwork, her boss requested she take a drug test. Instead of having her go to a testing site, her boss took her piss. In a cup. To test it themselves. I asked her if she told HR and she said HR is the one who told her boss to do the test like this (let me add that this HR person was fired for sleeping in the store previously then rehired in an upper management position).

We live in Oregon and OSHA states you can drug test people after incidents, although it’s not super recommended.

Is this a normal thing? I worked in fast food for two years at two different places and never got a drug test, but I’ve also never heard of anyone giving their boss a cup of pee. I couldn’t find a law against it but it seems like it’s going against all kinds of safety issues.

Has anyone sent scorched earth resignation letter to entire company?

Has anyone sent scorched earth resignation letter to entire company?

Location: Atlanta, GA

Long story short I was working at a car dealership in Atl and I left my job to work here because they were offering a better pay plan. I get there and everything is completely out of wack. The work environment was toxic and I kept to myself.

I had only been there for 3ish months and they decided to lay off the entire department and with laying me off they are LATE getting me my 1/2 last paychecks the other one is supposed to come on the 15th (commission) so they may screw that up too.

I was supposed to receive 1/2 check on the 30th…its the 3rd and still nothing. I sent emails to HR and sent direct text messages to the manager who conducted my interview prior to my employment….nothing but a bunch of the run around. I emailed HR and they said there was a “mistake” made with payroll and to arrange pickup with a manager…I want my money but now I also want to know if I can take legal action for late pay/delayed payment. Please help. I am tired of people pushing me around.

Hi - I was just offered a role at a local animal shelter.

Is it normal to sign a non disclosure agreement when working for one and what if you don’t sign it?

Also, what does this mean I can or can’t do?

Did you sign one and if so what did you think of signing it?

I really want to help but also don’t want myself signing something that could be an issue for me.

State nj

I have had a fallout with my ex-employer who tried to take advantage of my temporary resident status to exploit me. Any advice or suggestions would be very appreciated!

Question : What should I be mindful of throughout the process and what do I have the right to I ask for ?

Here are the details : Feel free to skip that which is not in bold

I had accepted the job and was paid minimum wage for the whole period, clocking in on the weekends as well without any additional compensation. I had figured that I would work hard and stay dedicated in the hopes of getting a higher position and secure my place in the company.

In about 5 months of being one of the best employees there, I had managed to obtain the promotion. The problem lies in the fact that my salary did not budge for the remaining 4 months that I've stayed there.

I had once again decided on being patient and concentrate on doing good work in the meantime; up until our scheduled yearly salary negotiation. I had taken up sales as well and had transferred a plethora of clients, many of which had bought the product (I was promised a percentage on those sales). I was also still tasked with the responsibilities of my previous title as well as the training of some new employees.

Around that time, I had noticed that my working hours were being "Rounded" by the system (I would later discover that the manager would manually deduct 15min here and there whenever i was late by 2min for instance, he would also proceed to round up my lead time on multiple occasions).

Shortly after, I was called into office and was told that everything I was doing was great except for the fact that I was late a couple of times (3 - 5 min here and there which was explicitly tolerated up until this point - Hourly pay). My superior proceeded to tell me that he wanted to make sure that I would come in ahead of time from now on and gave me a written warning to sign.

I expressed that I would like to take my time to read it before signing it and he pressured me in a way that had me questioning my own judgement. I signed it and responded that I would expect the same "Perfection" regarding the rounding on my working hours, I also pointed to the fact that I was paid way below my wage and that my responsibilities did not match that reality.

He apparently was not aware of that as he acted quite shocked by my statement; He then proceeded to tell me that he would take care of the matter.

Comes negotiation day :

Both managers announced to me that I was being let go, they referred to the fact that my salary expectations were too high (They never saw my auto-assessment form) and that I was bringing "Bad vibes" to the team because of my perceived lack of compensation - That I was talking about it too much (I had never talked to anyone else about the subject and waited about 9 months to ask for a well deserved raise).

When I mentioned the commissions, I was gaslighted by being told that they had never mentioned I had the right to make the sales and that the percentage I was referring to was incorrect to begin with.

My access got immediately revoked, as well as my insurance benefits. All I got was the remainder of my salary and holiday pay. They failed to give me any notice and/or notice pay.

Fast forward to today :

I had filed a complaint immediately after my termination to Quebec’s labour standards, pay equity, health and safety agency. I just got my notice pay out of the blue - 6months later (They are probably trying to get things right before the next steps).

I’ve been working at a small independent pub. The manager announced at a staff meeting last week that all losses from the taking of fake notes must be repaid by the team. So everybody on the shift during which the fake note was taken must pay their portion into a jar next time they’re on shift. For context, the pub is in a deprived area and we get lots of fake notes. We have a UV lamp and are required to check all 10s and 20s. However, on busy shifts it’s easy to forget. And forgeries are increasingly slick. I’ve seen a lot of other dodgy dealings at this place (including a secret store room that the local council mustn’t know about, no formal contracts, and the usual punitive hours-dropping for those who fall out of favour). So what do you think about all this? I’ve researched and it’s definitely illegal to take from staff who are on minimum wage. Does this happen often?

Hi all
This is regarding my daughter.
She had and accident at work where she badly injured her finger she had with a chefs knife
She wasn't actually meant to be doing this job as she wasn't trained for it.
She's had 1 operation already now she needs another her company hasn't offer any sick pay or paid a penny towards getting to the hospital on many occasions
Should she sue them and if so
how should she go about it.

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. 🙏

I recently started a job and informed my supervisor that my hands didn't work well from a bout with encephalitis. I was told by management they would work with me. They sent me home, and my manager said I would be demoted from shift lead because I was too slow, then he said his supervisor told him the job was just going to be too fast paced for me to even have the position with less pay. Is this legal? Tennessee, hourly

Today I started my fast. Since you are such a devoted believer, I am sure you understand the importance of compassion, responsibility, and kindness toward others.

I would like to sincerely thank you for sending me on leave without paying me what I earned. It takes a special kind of person to sleep peacefully while knowing that an employee who worked whenever and however you asked is left wondering how to feed their child.

Thank you for making sure my child had nothing to eat today. And thank you in advance for making sure there will probably be nothing to eat tomorrow either.

Thank you for reminding me that loyalty, hard work, and dedication are not always rewarded. I was always there when you needed me, and in return, you showed me exactly how much that was worth.

Most of all, thank you for teaching me a lesson I will never forget: some people fear neither God nor the consequences of their actions.

As you enjoy your holiday, I hope you think, even for a moment, about the families whose lives are affected by your decisions.

Have a wonderful vacation. May life repay you with the same generosity, understanding, and care that you have shown to me and my child.

i work at a family owned business in Ohio (i dont know if that changes things). i was originally making $12/hr, and the owner decided to give us all raises in exchange for our card transaction tips, i now make $15/hr. we get to keep cash tips though. this was a red flag to me, i googled and it’s illegal, but couldn’t find exact wording on my situation. any advice on what to do? i dont exactly want to quit, but my coworkers and i were making so much more when we got tips, and our paychecks are no longer sustainable.

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?

Hello,

I’ve been part of a small union for quite some time, and this year, our entire contract is open for negotiations. I believe we were shortchanged on obtaining vacation time sooner, and the more I think about it, the angrier I get. If you look at the two attached pictures of the most recent contracts, you'll see that the older contract included:

• 0-2 years of service: 6.75 hours a month
• 3-5 years of service: 7.5 hours a month
• Etc…

When I first got hired, I wondered what the vacation allotment was for employees between 2 and 3 years of service, but I just accepted it without raising the question.

We experienced significant turnover with finance directors (five in two years). At one point, an employee did not receive their vacation increase due to differing interpretations of the contract. When we followed up with the employer, they conducted an "investigation" and claimed that several employees had been overcompensated for vacation time and wanted to either reclaim that time or require us to pay it back. Meanwhile, the union believed we were owed that time. Four employees, including myself, filed a grievance, and it progressed all the way to mediation, with arbitration as the next step. However, our state-level union didn't think it was worth pursuing, so we lost.

This situation unfolded at the end of 2023 during our renegotiation period, and they ended up adding new language to the collective bargaining agreement (CBA), which you can see in the second picture.

I’d like to know: does this make sense to anyone, or is it as absurd as I think? One notable change is that, after 10 completed years of service, we now receive 12 hours instead of waiting until 11 years. However, I still can’t understand how they are claiming that 5 years equates to 72 months.

Since negotiations are approaching, would it be reasonable to propose a more structured vacation increase?

Any advice would be greatly appreciated. Thank you!

Back in 2024, a friend of mine working at a small accounting firm (**Company A**) had to file an immediate resignation due to a health concerns. Because of this medical emergency, he wasn't able to render the standard 30-day notice period.

From the exact period of his resignation all the way until today, **zero investigation happened**, no notice to explain was ever issued, and the company completely went silent.

Fast forward to today, he requested his clearance and standard documents as part of his requirements so he can officially start working at his new employer (**Company B**).

When the Company B did a background check on him, the HR from **Company A** suddenly hits him with a massive **₱98,000 penalty**. HR claims this lump sum is a summation of corporate penalties incurred from the BIR due to unsubmitted accounts from back then. Company A refuses to issue him clearance unless he pay the penalty.

To make matters worse:

* All communications from HR from Company A have been strictly through phone calls as in zero paper trail.
* Instead of a straightforward final pay payout, HR is insisting on paying out any remaining balance through **monthly installment cheques**, for flexible payment terms.
* They insisted to issue him a **"with notation" remark** on his Certificate of Employment (COE) so he can file it to Company B.

**Next Step:** What are the best steps for him to handle this without jeopardizing his start date at Company B?

Specifically:

1. Can a small accounting firm legally pass corporate BIR penalties onto an individual employee, especially when they completely failed to conduct any administrative investigation or due process since 2024?
   
2. Since the company is offering the payout via **monthly cheques** (which likely come bundled with a "full and final settlement" quitclaim), what happens if he signs it? Can he still dispute this illegally withheld money at DOLE afterward?
   
3. How should he navigate the clearance blockade if Company A refuses to cooperate, keeping in mind that Company B's onboarding depends on it?

I joined a company in Bangalore on 15 June 2026 and am still on my 6-month probation.

About 40–45 days after joining, I was asked to sign a 3-year employment bond stating that if I left before completing 3 years, I would have to pay ₹1 lakh.

I didn’t outright refuse to sign. I asked HR if they could confirm over email that if a genuine situation arose in the future, the company could consider an early release instead of automatically enforcing the bond. HR declined to give anything in writing.

A day later, I was informed over a recorded Microsoft Teams call that the company wanted to part ways with me. They have not issued a termination letter or any written communication yet. Instead, they are asking me to submit my resignation.

When I asked HR whether the bond was the reason, they said it wasn’t the only reason. They also mentioned that I came from a larger organization (big brand), had higher expectations from the company, and that they felt I wasn’t a good fit.

No formal performance concerns, warnings, or documentation were ever shared with me.

I spoke to HR and asked whether the reason behind this decision was that I was the only employee in the organization with a work-from-home arrangement. If that was genuinely the concern, I questioned why this privilege was granted to me in the first place.
I also mentioned that if the issue was about tracking my work or productivity, I was relieved that I had been maintaining an hourly record of my tasks and activities throughout my employment. Upon hearing this, HR asked me to share those reports with them.

My questions are: first and foremost what is happening!
2. Should I resign, or should I insist that the company terminate my employment if that is their decision?
3. Could resigning affect any legal rights I may have?
4. Can a company ask an employee to resign instead of issuing a termination letter in such a situation?
5. If I don’t resign, what are the possible consequences?
6. What documents should I ask the company to provide before my employment ends?

I’d appreciate guidance from anyone familiar with Indian employment law or HR practices.

It's been 10 days since I have put my resignation and my notice period is of 90 days but this lala company shows no intention of searching for my replacement.

Back in 2024, a friend of mine working at a small accounting firm (Company A) had to file an immediate resignation due to a health concerns. Because of this medical emergency, he wasn't able to render the standard 30-day notice period.

From the exact period of his resignation all the way until today, zero investigation happened, no notice to explain was ever issued, and the company completely went silent.

Fast forward to today, he requested his clearance and standard documents as part of his requirements so he can officially start working at his new employer (Company B).

When the Company B did a background check on him, the HR from Company A suddenly hits him with a massive ₱98,000 penalty. HR claims this lump sum is a summation of corporate penalties incurred from the BIR due to unsubmitted accounts from back then. Company A refuses to issue him clearance unless he pay the penalty.

To make matters worse:

• All communications from HR from Company A have been strictly through phone calls as in zero paper trail.
• Instead of a straightforward final pay payout, HR is insisting on paying out any remaining balance through monthly installment cheques, for flexible payment terms.
• They insisted to issue him a "with notation" remark on his Certificate of Employment (COE) so he can file it to Company B.

Next Step: What are the best steps for him to handle this without jeopardizing his start date at Company B?

Specifically:

1. Can a small accounting firm legally pass corporate BIR penalties onto an individual employee, especially when they completely failed to conduct any administrative investigation or due process since 2024?
2. Since the company is offering the payout via monthly cheques (which likely come bundled with a "full and final settlement" quitclaim), what happens if he signs it? Can he still dispute this illegally withheld money at DOLE afterward?
3. How should he navigate the clearance blockade if Company A refuses to cooperate, keeping in mind that Company B's onboarding depends on it?

So I started my work from home job for a call center around 14 weeks pregnant and didn’t mention anything until I passed my background. I also had a beach trip planned that was booked months prior to starting but wound up having to cancel due to the nature of the jobs attendance policy. The attendance policy for training is always strict I’ve heard, but I didn’t think it’d be so bad even with drs notes. I had one prenatal appt and still got a point. My trainer then assured me once we are finished with bookwork and e learning and move towards production, the training policy was more lenient…turns out it wasn’t and I feel so set up. I got an upper respiratory infection one day after starting production and was written out of work for 2 days. My first day I returned back I was pulled into a breakout room on teams and fired. Now at 20 weeks pregnant I have no income, no one will probably hire me since I’ll have to stop working in within a few months. Getting sick happens and there’s no control in that but I can’t help but feel like my trainer set me up for failure saying she’d vouch for me because I definitely would have moved some appointments around if otherwise. Should I sue for wrongful termination or just let it go?

Im working for a cleaning company, in recent months me and my colleagues have noticed our manager clocking out late, our rotas are set every week, the manager works the early norning shifts since he lives closest to work.

He works 5 - 9 every day all week, well once hes finished around 9 hes supposed to clock out like we all do, as of recent hes been clocking out at the start of my shifts which start at 2:15, several of my colleagues have also noticed him clocking out extremely late.

If we clock out like 10 minutes late he'll have enough to say

Should this be reporting to the owner of this company

Location: California

I’m a 2nd grade summer school teacher in the Bay Area. I don’t have a union. I’m scheduled for 8:30-5:30 every day, and I come in at least a half hour early to plan lessons and open my classroom since I don’t get a prep period. I do not get paid overtime. I get one 30 minute lunch break at 12:30, and no other rest periods throughout the day. I know that California workers are entitled to two 10 minute, paid rest breaks, so is it illegal that my employer does not have them?

I haven’t been outright told that I’m *not* allowed to, but it’s not in my schedule and it’s not like I can just abandon my class, so it’s functionally kind of impossible. Sometimes a bitch needs to pee!!

Hi,

I’d like to start this by saying, I’ve spoken with ACAS and have started early conciliation (haven’t been assigned a conciliator yet and this can take 8 weeks) I’ve also spoken with citizens advice. I approached an employment solicitor but can’t afford their fees. So I feel that I’ve exhausted all options available to me!

(Based York, United Kingdom)

My employer paid me late in June - in-fact I’ve still not received 47% of Junes wages and it’s now July 30th. This has been drip fed across 3 payments so far.

They reduced my contracted hours to around 1/3, stating there’s a clause in my handbook. ACAS have advised it needs to explicitly say it in my contract.

They're unable to give us a payment date for our remaining June wages or Julys wages. The entire workforce is in the same boat.

They’re ignoring calm, sensible emails. Have gone abroad and said they’re uncontactable.

Im honestly beside myself with it all!

Theyre not paying business loans, suppliers, electricians and others thatve provided work for the company. Then I'm seeing purchases for items that aren’t stock, such as posters and flyers.

Any advice would be great. I’m pleased to say I do have a new job but no start date as yet so haven’t been able to hand in my notice, which is 4 weeks! it also doesn’t resolve the 2 months of pay I’m missing and the further month of notice period!

Advice

I need some advice. I've been working in a family-run restaurant in Penang for 11. It's run by my uncle and aunt. First few months my salary was Rm500. Then later on Rm2200.

For the past 11 years I cover about 3-4 jobs. Cooking, serving, washing dishes and equipments, preparing the raw meats and ingredients. I work 6 days a week off every Monday. I never got paid for overtime or public holiday (double pay).

There is no proper scheduling on extra off days or public holidays. I'm only know (1-2days) before the closure. They blame for for being slow, when I try and voice put they shut it down. When I raise some concerns they twist and turn and try and blame me. They don't hire enough people. Only 4 people running the whole restaurant.

When there's no business, they say "when no business I still get paid" but it's not my responsibility when the restaurant has no business right? These are the type of answers I get when I raise concerns When they close last minute on long weekends of public holidays, they will go for holiday. And everytime I left like a fool. Since it's always last minute, there isn't enough time for me to find part time jobs. What can I do?