First, each wrongful termination case is very fact specific, there is no "average" compensation standard.

Second, more important, an employee seeking a transfer is not a legally protected right that would support a retaliation claim unless it is motivated by hostility toward to... Read more »

While a no-call no show termination policy is generally legal, there should be an exception for an emergency situation for when you are prevented from calling in due to caring for yourself or a family member

According to the Department of Labor and Industries,

Employers cannot prohibit employees from disclosing, comparing, or discussing their wages or the wages of other employees. Wage non-disclosure agreements for employees are prohibited.... Read more »

Probably not. Unless the injury was intentional, it will covered by the Worker's Compensation scheme.

The Healthy Family Act provides that an employer who chooses to have a Paid Time Off (PTO) policy instead of a sick time policy complies with the Act as long as the PTO policy satisfies all of the Act’s requirements with respect to eligibility, accrual, usage, notice, recordkeeping, etc.

I agree with Mr. Pederson and respectfully disagree with Mr. Arrasmith.

California law also regulates the payment of wages upon an employee’s separation of employment. Under Labor Code section 201, an employer must pay an employee all wages due to the employee at the time the employer... Read more »

The employer's demand for "reimbursement" for the full cost of training never received sounds like an unfair debt collection practice. Further, if the employer is a large company, such illegal practices may merit a class action.

Employers in California cannot recoup the cost... Read more »

If employee misclassification is causing tax fraud, workers can anonymously report their employers to the IRS by filing Form 3949-A. If workers would like the IRS to make a determination about their worker status, they can file the non-anonymous Form SS-8.

No. An employer cannot retroactively reduce your compensation. You may be the victim of whistleblower retaliation. You should consult with an employment lawyer. Most provide free consultations.

Your employer is required to pay you at least minimum wage for all hours worked, even if you are waiting for customers.

Your employer giving you an option to take an additional unpaid meal break is not illegal.

The employer is responsible for any damages that you accidentally cause during the course and scope of your work, whether or not the employer has insurance.

If the information is false and defamatory, you can sue your former employer in court. However, the process will be expensive and attorney's fees are probably not going to be recoverable.

If the two employees are being treated differently based on their membership in a protected class such as race, religion, gender, gender expression, sexual orientation, military service, disability, pregnancy or opposing illegal conduct, then the difference in treatment could be illegal.... Read more »

You should consider reporting in writing the racial and religious slurs in the workplace to human resources, senior management and/or the owner of the business. You should keep written records of each incident. To have a legal claim, this type of harassment must be severe or pervasive.

Be... Read more »

Your employer is required to pay employees for all time worked. Your employer appears to also be illegally retaliating against employees for asking to be paid for their work. There are multiple penalties that apply. You should consult an employment lawyer. Most provide free consultations.

You can file for a civil anti-harassment restraining order.

For instructions go to:

https://www.womenslaw.org/laws/wa/restraining-orders/civil-anti-harassment-orders/basic-information

In Washington state, the 2023 minimum salary for exempt employees working for small employers (1-50 employees) is 1.75 times the minimum wage. That means an employee exempt from overtime pay must earn at least $1,101.80 a week ($57,293.60 a year).

For large employers (51 or more employees),... Read more »

Both an employer and an independent operator can legally a require an employee or independent contractor to sign an arbitration agreement.

Under California law, it is legal to require an employee to sign arbitration agreement(s) and even terminate them for failing to do so.

You have potential whistleblower protection from retaliation, if you report the illegal activities to management, such as adding items to a customer's transaction without their knowledge or consent.

You should speak with an employment lawyer about documenting your concerns in writing... Read more »