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Recent Fair Labor Standards Act questions
I started a salaried position ,000 a year, fall to winter
I started a salaried position for 52,000 a year, fall to winter 30-35 hours expected, spring-summer 45-50 hours expected in the pest control field. I have never worked under 50 hours a week, last week was 7 days of work, 72 hours total. Am i entitled to overtime pay? The company says they do not give comp time for hours worked over 50 to take as days off and I will not get paid anything over my salary. I currently have one week vacation that can only be taken during the winter months. What can I currently do to not get fired but not work 60-70 hours a week. I feel I am being taken advantage of. I did not sign any paperwork when my job switched from hourly to salary. Is this even legal?
I am employee who has resigned from my company in Florida
I am employee who has resigned from my company in Florida and my last day is 7/22. Back in March I was given an advancement to attend a conference which I can not attend now.I agree that I owe the company a debt, and I'm trying to work out a payment plan with them that is reasonable and will not leave me without money until I start my new job.They want to take out money of my last 2 paychecks for the amount of $1,726.00. That is over what I make and it would leave me without money to pay my bills on time or eat, etc.I want to know what my rights are as to legally what they can do to me. I have asked them several times in writing to work with me and why I can't afford to pay it back before I leave the company.
I have a insurance agency, all of my agents are paid from
I have a insurance agency, all of my agents are paid from our Independent marketing organization (IMO). I am not even the agents upline as far as the insurance companies are concerned. The IMO has every agent sign a contract noting that they are independent contractors and nothing said can change that. I am paid a overwrite to manage agents and recruit and the more sales we have the more overwrite I make.I pay for and provide a office, leads and training. I have agents come in on Tuesdays and Fridays to make phone calls to set appointments for Monday, wed and thur. If they don't come in then I don't give them leads. Officially I cannot terminate contracts with companies as I am not their upline (the IMO is) although I can recommend to terminate a contract. I have no contract signed by me or my agency with the agents.I had a agent argue with me and I told him to leave my office and never come back. Now he has hired an attorney and they are citing the north Carolina Wage And Hour Act and fair Labor standards act saying I misclassified him as a 1035 worker, and because I had him come in for phone calls at a certain time each weekOf course they are wanting to settle and threw out a offer for 55k.question---since his upline is not me, and I have NEVER paid him--but I do have them come in to make phone calls and training at 1st---is there a claim here that I am responsible forthis may be larger than this program and if I need to pay for this answer that is fine***** *****
I am a non exempt employee who recently was required to
I am a non exempt employee who recently was required to travel from Huntley, IL to New York, New York. I worked Monday, Tuesday, Wednesday in Huntley IL, then flew to New York Thursday, worked Friday. They gave me Saturday off (unexpectedly) then I worked Sunday, Monday and returned to Huntley, IL Tuesday.Am I entitled for pay on Saturday? I was in New York and was required to be there. I am being told that I am not entitled to pay because it would brake rules regarding one rest day in 7 rules although that was not the reason I was given off work for Saturday. I was to be there Saturday in case we did not complete work on Friday and in case anything else needed to be completed.Thank you,Robert
I work large bean processing plant in MN with home offices
I work for a large bean processing plant in MN with home offices in Nebraska. I drive a truck for the bean plant. About 2 years ago they took away what we called delay pay. This was pay for sitting in line and waiting your turn to load your truck, we can not leave our truck unattended. When our trucks would break down and we wait for them to be fixed we received repair pay, this was also taken away. I now sit in line to load my truck sometimes up to 4 hours at a time and can not leave my truck as I need to keep moving it forward with no pay but those hours go against my federal driving time. Can they legally take away pay that we once received? This has been very demoralizing to the other drivers and myself and it has also been a cut in pay. Any info would be greatly appreciated.Sincerely,***** *****sen
Tribal law, the chef quit or was fired. I agreed to but not
tribal law, the chef quit or was fired. I agreed to cook but not assume his duties. 9 months later i am doing his work. no raise. no personal time off. no benefits. working 40 + hours a week and still a part-time status. did not get a raise on my part-time status until after 200+ hours.
I am a engineering contractor large corporation and just
I am a engineering contractor for a large corporation and just started a new job. This employer wants to me not fill in my time card correctly. If I work 48 hours one week, they want me to fill out 40 hours, and then take a day off the next week and still fill out 40 hours.Is this legal?
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I am a salaried employee and is considered exempt qualified
I am a salaried employee and is considered exempt qualified for comp time according to the personnel manual and I am being denied by the executive director who has support from the president of the organization. They are in violation and have charged my vacation. They caused my work environment to be quite stressful. How do i proceed in filing a claim?
I'm a Texas employer in the Software consultingView more employment law questions
I'm a Texas employer in the Software consulting industry. In our industry, 3 types of jobs are offered to consultants working 40 hours/week - full time with benefits, W2-contract and 1099. The W2 contract employment means consultants are hired for 40 hours/week for say 3 months, and paid an hourly compensation without benefits. The employer withholds all payroll taxes for them. This is preferred by consultants over 1099 as they do not have to do complex tax filings on their own. I'd like to confirm that the W2-contract arrangement is legal.