A young friend of mine employer has been contacted to
A young friend of mine employer has been contacted to garnish his wages after just one week of being there. He is making minimum wage and not even 40 hours. He barely has enough money for a roof over his head and food to eat. Any suggestions? This is for child support.JA: Because family law varies from place to place, can you tell me what state this is in?Customer: OklahomaJA: Have you talked to a lawyer yet?Customer: no. just learned of this this morning.JA: Anything else you think the lawyer should know?Customer: I know the boy had made mistakes in the past and is now trying to get his life back on tract. His is an employee of my son who has a lawn care business.
My husband is retired Air Force, we had a credit card with
My husband is retired Air Force, we had a credit card with AAFES, Army AirForce Exchange Services. When he retired we were unable to keep up with the payments, so they submitted his account to Accounting and Finance for Payroll Deduction from his pension each month in the amount of 15% of his pay. Today we received a letter from a collection agency saying that they are collecting on this same debt. Can an outside collection agency collect on this at the same time his wages are already being garnished for said debt?
I'm a server in a restaurant in a PA casino. A customer let
I'm a server in a restaurant in a PA casino. A customer let me a tip the other night of $500 on his bill which he payed by credit card. I brought this to managements attention. They called security to try and locate the customer to ask if it was correct. They could not and waited four hours to see if he would return before they closed the check. He did not return so management closed the check and gave me the tip of $500. The next day the customer called to contest the charge and now management is looking to me to return it, what are my options? Is it on them since they singed off on it and allowed me to leave after my shift with it?
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?