I have proof of retaliation.

answered on Mar 21, 2023
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 »
My manager gave the employees their personal cell phone number to call in case we couldnt reach the store front. He also asked all the employees to sign a no call no show policy that states if we are a no call no show it would result in termination of employment. Is any of this illegal?

answered on Mar 21, 2023
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
I work in a senior living facility and I recently learned I was being paid a significant amount less than the other receptionists. I discussed my pay with my boss and she did give me a raise, but made it clear I am not allowed to discuss pay with other employees. She said it is a written rule in... Read more »

answered on Mar 18, 2023
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 »

answered on Mar 18, 2023
Probably not. Unless the injury was intentional, it will covered by the Worker's Compensation scheme.
My employer claims that they do not need to renew the 24 hr sick pay yearly because we accrue PTO....Yet we need to use PTO (our vacation time) when we get sick. Is this correct?

answered on Mar 18, 2023
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.
Termination was the day before a regular paycheck (for 2 weeks pay). Berkeley FD states they wont pay ANY wages until the following month, they even canceled a normal paycheck thus delaying wages over one month because they are exempt from paying final wages at termination because they are a city.

answered on Mar 18, 2023
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 »
I worked for an employer in March of 2021. I experienced a hostile work environment from management cursing at us all day and threatening our jobs. I left the company 4 months later and received a collection of 13,000 on my credit report. Upon hire, as part of the new hire paper work, they... Read more »

answered on Mar 18, 2023
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 »
I asked in this forum previously about mis-classification. I now have a ruling from CA unemployment office that I am eligible for benefits. I'd like to collect the self employment taxes I paid over the years I worked for this company and other denied benefits (vacation, holiday pay). Do I have... Read more »

answered on Mar 18, 2023
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.
I made a complaint to HR because of constant bullying by the COO. I also reported billing fraud. I was told that they would have to tell the COO of my complaint and that there would be an investigation. I never heard back from HR. The bullying has continued and the COO was instrumental in... Read more »

answered on Mar 15, 2023
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.
employer also gives us option to take a 2nd lunch

answered on Mar 14, 2023
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.
Later and the employer claims they had no insurance at the time accident who pays the damages

answered on Mar 13, 2023
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.

answered on Mar 13, 2023
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.
2 of us wear our uniform properly and 3 don't. The 2 of us if one thing is out of place we hear it for days. Yet the other 3 dont button their vest, will wear a hat while working, sleeves rolled up. We were told the 2 of us had to be rolled down sleeves our because of our tattoos, but for the... Read more »

answered on Mar 8, 2023
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 »
During the holidays my boss thought it was funny to refer to my Menorah as "manure". Even after I told him how rude and disrespectful that was. He began telling our guests how funny he was. And still if my religion is brought up he brings up his "funny story".
He has... Read more »

answered on Mar 8, 2023
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 »
My boss pressures us to work off the clock. He'll tell us to clock out and then tell us we need to do this and that. Sometimes, it's 5 minutes other times it's over an hour. And if we are on the clock beyond the time he told us to clock out, He gets pissy and will 'adjust'... Read more »

answered on Mar 8, 2023
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.
The non-sexual harassment started on January 4th of 2023. I have filed two Ethics complaints against this employee. My company has not deterred the employee from continuing his behavior besides "The manager has talked with the employee." Can I file an "Order of Protection" or... Read more »

answered on Mar 7, 2023
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
I was working 84hrs a week 7weeks straight no days off, I was told 2500 manage office, then I ended up doing full housekeeping n laundry service too. can I charge over time and for different dutties? And he wants charge me rent now. And keeps changing my pay for those 7 weeks.

answered on Mar 3, 2023
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 »
Do we have to sign? This independent operator is claiming to work for my sons employer and be the owners of the establishments. They are not. So do we have to sign it as a condition of his employment when it’s not even for the employer?

answered on Mar 3, 2023
Both an employer and an independent operator can legally a require an employee or independent contractor to sign an arbitration agreement.
They said they don’t have the first and the first one they had us sign was either only the second page or different. The first manager didn’t like the fact that the second gave my son a copy of it to take home. That’s when we saw the first page with all of the actual information on it. In a... Read more »

answered on Mar 3, 2023
Under California law, it is legal to require an employee to sign arbitration agreement(s) and even terminate them for failing to do so.
My employer uses unethical practices to close sales and I am threatened to get sent home if I don’t do these practices along side with them. Unethical practices include: using fake socials to create accounts, adding things to accounts without customer’s consent and more. I am scolded for not... Read more »

answered on Mar 1, 2023
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 »
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