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Recent Hourly Wage questions
Can my employer change me to an hourly management position
Can my employer change me to an hourly management position from a salary management position and keep me at same pay to avoid paying the overtime with the new law. I will be working 10 hours over time but receive the exact same pay as my salary was.
We are a fraternal organization in California. Our paid (min
We are a fraternal organization in California. Our paid (min wage) bartenders have been told by their supervisor they need to volunteer hours or their shift will be given to someone else... Please adviseJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: CaliforniaJA: Have you talked to a lawyer yet?Customer: NoJA: Anything else you think the lawyer should know?Customer: Not at this time
I am 19 year old and a college student ,my summer job is
i am 19 year old and a college student ,my summer job is working in a restaurant in NYC as a bus boy. the owner and i never discussed a pay rate or a pay schedule . i am working about 7 hours a day 5 days a week . i have been there about 4 weeks and so far the owner gave me $500 about 2 weeks ago with no mention of any future payments . how should i handle this ? what are my rights ? any legal or ethical advice would be greatly appreciated .
I have a question about a position I just accepted So I
I have a question about a position I just acceptedSo I signed a contract for a position at a specific hourly wage and it also came with a relocation benefit which is outlined in an agreement to stay with them for 1 year.Now I was just browsing their job board and for the exact same title and job they are including a sign on bonus for ALL employees that start in the months of July and August 2016...Well I start in August and that is what we chose as a start date for meBut my paperwork never said anything about the sign on bonus.All I got was the relocation assistance...Should I ask the HR manager how do I apply for the sign on bonus or is pretty much a done deal...However, their job board states : ALL employees for the position of xxxxxxxx starting in July and August 2016 will receive a $xxxxxx sign on bonus.What should I do?Do you think there is a chance I could get this?
I have what may be a clear-cut case of my employer having
I have what may be a clear-cut case of my employer having taken gross advantage of my skills over several years, performing 2 jobs, but only being paid for one. Specifically, I work for the state of Georgia at a mental hospital. From 2012 to 2015, I was working as the Director/Research Coordinator of the Office of Research, and working as a Behavior Specialist, teacher, and counselor; but I was only ever paid for the latter...a significantly lesser paying position. The research job turned out to never have been actually created at the home office level, even though I was told it was legit, and received a formal letter from the Clinical Director affirming my appointment to the research position. In May of 2015, I was called in to a high-level meeting with HR, and my new superviors, and the clinical director, during which they informed me my research job was never properly authorized, and I was to be moved back to Behavior Specialist only, essentially amounting to a demotion. I was never compensated for my research job, even though I performed the duties of both positions at the same time. This sudden change of my position caused the canceling of a major study I was involved with, consisting of a team of IBM scientists, Cornell University, and the CIO and Assistant Deputy Commissioner of my state division... a project, that if successful, would have easily save the state millions of dollars per year, and saved lives.I recorded the entire length of the high-level meeting. During which, parties involved admitted their part, and therefore guilt. I did not inform them I recorded the meeting; but I know Georgia law allows for such recordings, as long as I was party to it.I want to file a lawsuit. I have given them ample time to resolve my concerns about this matter, and to fairly compensate me; but they have blown smoke screens, deferred to grievance policies that put my complaints in limbo, and have since May of last year tried to create an environment for me that has been so toxic as to force me to resign. I have evidence of this too.I need serious legal help, and I need it right away.
I was an exempt, part-time employee work 32 hours a week/64
I was an exempt, part-time employee work 32 hours a week/64 per pay period. I was recently changed to an hourly employee due to company reclass of employees working less than full time.I am getting pushed hard to not work over the 32 hours, but maintain my same level of work prior to the change. One week I worked 39 hours, the next week I had to adjust my time to stay within 64 hours for the two weeks.Can I be required to take off in one week because of hours worked over 32 the previous week?
I am a web developer or "software engineer" in New
I am a web developer or "software engineer" in New York City. I am currently working on a Remote Contract. The contract says that I am getting paid hourly and does not have an end date. According to the contract it is supposed to continue until services are completed or either party terminates it.I have been working 60 - 70 hours per week as per the employer's request, with 1 week that I actually worked a total of 76 hours. My employer expects me to send him/her an invoice every month with the breakdown of how many hours I've worked per week and what they must pay me.I want to know if I am entitled to charge overtime or 1.5x the amount of my normal hourly wage for every additional hour over 40 hours?
Must non-exempt employees be hourly or can they remain
Must non-exempt employees be hourly or can they remain salary and held to 40 hours knowing that if they are approved overtime for some specific instance the hourly number will be calculated and they would be paid accordingly. So I guess my question is this - do I need to move all my Less than $50,000 employees to hourly and use a timeclock?I am a church - so how do I handle program staff who go on mission trips with groups, etc.Diana
We are a refrigeration service company in sc and looking atView more employment law questions
We are a refrigeration service company in sc and looking at moving from the traditional overtime model for holy employees to a simple model that will help them during off season times . Simply if an employee works 50 hours this week, can we pay them at normal rate for 40 hours and put 10 hours at regular rate into a bank for them to draw on this bank to suplement hours during the winter.Can the be legally done