You are entitled to be paid for all hours worked, including overtime. You also are entitled to 1 hour of premium pay for each day you do not receive your required meal break. The same is true for rest breaks. Keep your own records. If you need this job to support your family, look for another job,... View More

You can only waive the first meal period if the total work day is no more than six hours. Thus, the meal waivers appear in invalid.

According to the Division of Labor Standards Enforcement,

In California, an employer may not employ an employee for a work period of more than five... View More

Refusing to have blood work done is a legitimate reason for a doctor to refuse to return you to work. The doctor's job is to make a medical judgment and you are preventing the doctor from having the necessary information to make an informed judgment.

Your employer is required to pay for all time worked. If you worked beyond the end of your shift, then your employer must still pay you. The employer's remedy is discipline.

However, if you finished work and waited 5 minutes to clock out, then your employer's action was correct.

The employer is required to pay you at least minimum wage for all hours worked. The employer is only allowed limited deductions for lodging credit. After the lodging credit is used you must be paid.

Whether you are compensated for on-call time is factually complex.

See the linked... View More

What you are being told is not true. A person of any race can bring a claim for unlawful racial discrimination in the work place. You should confirm their position in writing.

Before you do attempt to do so, you should speak with an employment attorney. Most provide free consultations.

The answer is no. According to the Division of Labor Standards Enforcement,

In California, an employer may not employ an employee for a work period of more than five hours per day without providing the employee with a meal period of not less than thirty minutes, except that if the total... View More

You may have claims for gender based discrimination, wrongful termination and labor code violations. You should consult with a knowledgeable employment lawyer. Most provide free consultations. In the meantime, you should consider applying for unemployment, since the employer has stopped providing... View More

If you are performing work for the owner of the building, you are likely an employee entitled to minimum wage for all work performed. Your employer can only get a limited credit for providing "lodging", though it sounds like the situation would not qualify as lodging provided by the... View More

For it to be illegal harassment, it has to be motivated by hostility toward your membership in a protected class such as race, religion, national origin, gender, gender expression, pregnancy, military service, disability, etc. or opposing illegal conduct.

However, your employer's... View More

Such a waiver is likely void as against public policy.

Work related personal injury claims against employer are governed by Workers Compensation rules, which should not permit such waivers without Worker's Compensation Appeals Board approvals.

Similarly, other claims like... View More

Yes. Pursuant to Labor Code 202(a), "Notwithstanding any other law, an employee who quits without providing a 72-hour notice shall be entitled to receive payment by mail if he or she so requests and designates a mailing address. The date of the mailing shall constitute the date of payment for... View More

As someone who has handled these types of cases, you are probably owed a lot more than $50K if you were working 24/7, since August 2021 through May 2022. Under Wage Order 5 and the Domestic Worker's Bill of Rights, you should receive overtime after 10 hours per day, plus there are strict... View More

First, you should speak with your lawyers about your concerns. Good mediators often have limited availability and coordinating multiple counsels schedules can result in significant delays.

Second, and more important, you mention that this is a seven figure class action. As a class... View More

You can absolutely ask for a copy of the policy. You have a right to review the contents of your personnel file under RCW 49.12.240.

RCW 49.12.240 and 49.12.250 do not apply to the records of an employee relating to the investigation of a possible criminal offense. RCW 49.12.240 and... View More

A toxic workplace is not necessarily illegal. To have a claim for constructive wrongful termination, your supervisor's actions must be motivated by a hostility toward a protected class, such as age over 40, race, religion, gender, gender expression, sexual orientation, military service,... View More

Read section 10 of the appropriate wage order. Order No. 5-2001 covers public house keeping -

10. Meals and Lodging

(A)"Meal" means an adequate, well-balanced serving of a variety of wholesome, nutritious foods.

(B)"Lodging" means living accommodations... View More

You have a legal right to discuss wages in the workplace. Your employer cannot discipline you for creating a hostile work environment by discussing your wages.

Employers cannot prohibit employees from discussing or disclosing their wages, or for refusing to agree not to disclose their wages... View More

Unfortunately, the statute of limitations for unauthorized use for commercial purposes or the common law tort of invasion of privacy is 2 years from the date of the first publication. Thus, it is likely those claims are time barred.

Assuming you are a SAG member and it is a SAG contract,... View More

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... View More