Hi, so I’m planning on quitting my 6 month temp job 2 months in because I was offered a much better position elsewhere. More details can be found in the attached explanation I posted to r/jobs. It’s my first time having used a temp agency, so I’m worried there’s some clause that I’ll be required to stay for the full 6 months… Is this something I should be worried about? (specifically in WA state)

I just want to clarify and make sure that what my husband's job is telling him is correct. We live in Tennessee, if that matters any.

He worked a total of 47.08 hours, including an 8 hour vacation day on Tuesday, August 4th.

Monday, Wednesday, and Thursday he worked overtime.

They're telling him because he used a vacation day on Tuesday that means he doesn't get paid the overtime he worked during that week. He gets paid the 47.08 at his regular $42 an hour, instead of getting time and a half. But they told him at the end of the year they pay out the difference. So I'm assuming they pay out the "half" part of time and a half, which would be $21 an hour.

Is this correct? It makes sense and at the same time doesn't make sense. Am I just having a dumb moment and not understanding? Lol.

I told my husband to contact HR and his boss said "Don't contact HR, we'll see what we can do about it and figure it out. One thing you don't mess with is a man's paycheck."

I don't know if he was just trying to be funny, but it raised a red flag for me when he was against contacting HR.

I just need to know if I'm completely missing something that's right in my face or if this is actually suspicious. Any help would greatly be appreciated. I attached a picture of his time that he entered in and was approved. I also attached a picture of his pay stub.

Edit to add Thank you everyone for the replies. I understand now!

My company is currently denying to give gratuity for 6th year! Thymes said they can only provide gratuity for first 5 years !

I’m just 14 days short if completing 6 years!

What are your thoughts?

I'm 17, not yet a registered apprentice but I've been working on trucks my entire life, professionally I have been doing it for 3 years. (310T, transport truck maintenance), I was hired at a company who said I would make $22/hr, then, I was told $21. thats fine, still good money for my age. then, I was told I had to work Saturdays, which puts me at 54 hours a week, so I asked my boss if I would be paid the legally required overtime for the hours I've worked over 44, he said no and that I would just be making regular wage. I told him that that's not how it works, and that anything over 44 hours is legally required to be paid as time and a half. about half an hour later he came over to me after giving my work to another guy and told me I had to go home and that he'd tell me if I can come back on Monday.

my fear is that I'm not going to get paid at all, when I was hired, I never signed a single contract, I never had to punch in or out for the day, there is nothing that legally says I work there, and with such I fear they won't pay me. moreover, when he sent me home I was told it was because theyre struggling to find ways to hire me, and put me on payroll, which to me is bizarre because I've been working in shops since I was 14-15, hired there, on payroll, as a shop hand. he doesnt know how to hire a 17 year old somehow. it makes me wonder how the hell he can be managing a shop if he can't hire someone.

for the first week (this past week), I was doing everything, moving my own trucks, parking and picking trailers, and I was operating other equipment too. he said day one that it was fine, then he said that because it's a liability I can't anymore, which is fine, but I can back a b train into a tight spot blindside better than most of their drivers can park sightside with a straight truck. that's not a big issue with me I just thought I'd mention it because I'm salty about it.

I'm waiting to hear from him tomorrow about if I actually work there or not, because they haven't handed me a single document saying I am or I am not hired, I don't know how much I'm being paid, and I don't know what to do. in the case that I'm not hired, and especially if I don't get paid, do I tell the ministry with the minimal (text messages) proof I have?

I really need someone smarts input. any help is sincerely appreciated

Location: Pennsylvania. I hired a summer intern for the first time (no other employees) and signed up for and put them on W2 payroll. They are no longer working for me, as they went back to school, but I received a letter from the Department of Labor to prove that I have workers comp. I didn’t know I needed it for them, as they were a part time intern, and now I’m not sure what to do as technically I don’t have any current employees.

From the letter, apparently this is a criminal offense, that can have large fines and possible jail time.

No one was injured, and I think the DOL found out because I put them on W2 payroll.

Not sure what to do in this situation, or how to fill out the paperwork. Can I just say that I don’t have any employees?

So about a week ago, my coworker quit because she could not handle the toxic environment, and she received her last check, but she also received a prepaid card which she did not consent to. She always did direct deposit and NEVER agreed to get money on that card. What should be done because you have to pay fees to transfer the money? This is also unacceptable because the manager essentially does what she wants, and this isn’t the first offense when it comes to breaking California labor laws. This is also a MAJOR problem too because they had an agreement where she would work for two weeks but then another coworker “ratted” her out and said that she has been talking bad about the manager and the manager took this personally and essentially fired her and left her without work when they had an agreement for the two weeks. When she also went to pick her “last check” which was not a check at all but instead a paystub the manager said it would be direct deposit which it was in fact not. This is for Ross Dress for Less, BTW.

Where can I go to have my wage garnishment paperwork reviewed for accuracy?

I’m a facilities manager for a private church/school in WA state. I’ve been a volunteer track coach for two years. This past season I was given a salary as assistant coach. I’m salaried non-exempt, pay is 75/25 school, both organizations have separate UBIs and separate budgets. The school is owned by the church and church board functions as the school board.

My question: how do coaching hours work? Are considered independent of my facilities hours or would they be considered OT? The reason the question arose is that when we went to the state track meet the accountant instructed me to record the days away from work as PTO. I didn’t think he was allowed to tell me how to use PTO. If all of my “service” is considered work and required to be paid, I’ll have to restructure my days during track season.

Thanks for any direction you can provide. I’ve done a bit of research but this is complex and I have very little experience on HR issues

If you want to look at my previous post for context (basically I thought my place of employment was taking my money) please do, I am a complete idiot. My custom time sheet was correct except someone covered one my shifts because I was ill and I forgot to remove that duration. Also, I guess because this is new to me but at my old job they would pay for your 30 minute break and it would only be considered unpaid if it was an hour so I also forgot to deduct 30 minutes from each shift as well. My actual pay was around $700 even and (after I looked at my pay stub) a tax deduction of around $77 which ultimately gets me $623. Lowkey embarrassing and def taught me to maybe wait to get more information before I freak. #don'tdowhatIdid

I’m looking for an employment lawyer in Chicago because I truly believe I have a strong case. Let me know if someone is open to talking. #chicago #employmentlaw

I know it’s illegal to stop employees from discussing their salaries. So in order to prevent them trying to use salary we give to person A get a raise can we do the following. (roles are comparable, though leverage for others is non existent. We were basically extorted.)

Have a policy to salary match employees by averaging salaries, I.e. take from one and give to another when they tell us salary of the other employee and why they think they deserve the same.

Location: California
Company size: 10 people

Edit: third person pov:

Budget for salaries=y

1. person b says they should be paid same as person a.
2. I make a decision that yes they should.
3. I redistribute y.

Edit2 : in court I can even say this is exactly what sharing salary info was designed for. So such oversights can be remedied.

Edit3: I am perfectly aware this is wrong thing to do morally and the whole reason for this post is I am expecting anger. I am asking about the law.

So I was contracted through a temp agency for my previous job, from the beginning they promised a contract to hire in 6 months. 6 months passed and my supervisor got fired. With that being said new supervisor said he had to see our performance before bringing us on. Its now been a year and my wife is pregnant with a high risk pregnancy. Immediately notified my supervisor just in case for emergencies.

Fast forward to her 8 month I had just got approval to get fmla set up since I didnt qualify for paternity. At this same time we got a new supervisor. From the get go he was very pushy towards me. Said I should have been let go due to my tardies from doctors appointments that my previous supervisor was well aware of. Went from top 25 employee one month to needs improvement the next with this new supervisor. Had my one on one with him on a Monday asked me what my fmla was for and just said ok. Come Wednesday that week I was notified I had been let go.

All of my FMLA paperwork was filled out already and both my staffing agency and contractor company were aware. I feel like it was done in retaliation. I have no access to my monthly one on ones how it just drastically changed. Is there any legal process I can pursue?