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If a training event is clearly communicated “optional” do
If a training event is clearly communicated “optional” do you have to pay staff for attending?Also, if for an “optional” event, “if” we pay gas or provide a meal, does this open us to additional compliance?Can you pay a different rate (i.e., minimum wage) for training than the hourly rate for the job itself?
I work as an art handler in NYC. I have been working company
I work as an art handler in NYC. I have been working for a company for a year and a half. I was asked if I wanted to switch from freelance/temp to full time or have a raise. I signed a contract for a 3 dollar an hour increase and it has been many months and it hasnt appeared on my check. When Ive asked about it at first they said it was because the company sold the day after I signed. Then when I asked again, it is because they cant find the paperwork. Additionally my coworkers told me that they were given an another raise called a quality of life raise. I didnt get that either. I have taken a little time off and my manager called to ask if i can work for my lower rate. I have to comute in a shuttle van after an hour mta train ride. they dont pay for the shuttle bus time and even though we are on the job 8 hours after the bus ride they pay 37.5 hours, i also asked if they can pay me the back wages from the time of the signed contract. I wasnt told no he said he would try, but time passed and nothing.
My salespeople (each has a desk in my office) are on
My salespeople (each has a desk in my office) are on straight commission. We split the profits on each deal. If their customer defaults (doesn't pay), I would not be required to still pay commission (for that sale) to the salesperson, correct? For instance, one salesperson makes 40% of the profit. If the client doesn't pay, I don't pay the salesperson the commission on that sale. Basically our agreement is that we all make a certain percent of the profit. If something disrupts the profit, we split up what's left.Am I doing the right thing?A friend from California says that things work differently out there.
My ex-employer is sleeping inside his franchised ice cream
My ex-employer is sleeping inside his franchised ice cream store, taking money out of the paychecks belonging to people working shifts where cash may be missing, not giving pay stubs with paychecks, not serving correct ingredients (therefore not complying with corporate contract), having his fourteen year old son serve ice cream and work for no pay in his store, refusing to send me a replacement final paycheck when all I did was lose the original, then sending me a paycheck with no signature, therefore making me waste my time and gas to drive to the store and get him to sign the check, which I haven't done yet, and demanded that I compensate money missing, which I refused to since I am innocent from any theft but still gave $38 as it was much less than what was initially demanded.I don't want the few workers, especially the poor fourteen year old kid, still working there to suffer my past boss's antics; is there something that can be done to change things? Should I contact a health inspector? How I should handle my final paycheck situation?
I was wondering my rights when it comes to a certain situation.
I was wondering my rights when it comes to a certain situation. We were friends with an owner of a restaurant, we had some money problems and our utilities were getting shut off, they allowed us to run a cord from their business to keep our power on. They never asked for a dime but we offered to help around their restaurant when needed. We never got a paycheck, but when I waitressed I kept my tips, they told me I had to claim. I was wondering if I had rights to come back and request pay I never received from helping out even though they were just helping us.
My company continually puts me in situations which I feel not
My company continually puts me in situations which I feel not only to be unsafe but against the following laws:New Jersey: A driver that has been without sleep for 24 hours is considered to be driving recklessly, in the same class as an intoxicated driver. (New Jersey Statues §2C:11-5)New York: AB 692- Sponsored by M. of A. MILLERCreates two offenses related to drowsy driving. Driving while drowsy is defined as operating any motor vehicle, motorcycle, or any other vehicle propelled by any power other than muscular power, while his or her ability to drive is impaired by fatigue. The second offense, “vehicular homicide caused by driving while ability impaired by fatigue,” is defined as committing the offense of criminally negligent homicide while operating a motor vehicle in a manner described above. The first offense is a class A misdemeanor and the second is a class E felony.Last Action: Pending. Sent to Assembly Committee on Transportation.What can I do? I cant afford to quit my job.
There, I own a small staffing company located in Oshkosh,View more legal questions
Hi there,I own a small staffing company located in Oshkosh, WI. One of our clients will be utilizing a crew of our employees to do grounds cleanup at an outdoor rock festival and a country festival. Basically, our people will be picking up trash throughout the festival grounds, emptying garbage cans, and riding on a golf type cart. There is a beer tent on the festival grounds and there are people consuming alcohol throughout the festival grounds. Our grounds cleanup people will be working around the clock on all 3 shifts.I was thinking about hiring high school aged people aged 16+ to do this work. If this is legal, I will hire them for all 3 shifts. The events take place in mid-summer well after the school year ends. (June and July). My question is, may I use High School kids for this work? (aged 16+)