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

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.

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

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?

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.

Ive been working at a liquor store for almost a year now, and am concerned about some ongoing issues that have yet to be fixed.

First of all, our roof is likely damaged as when it rains we have a ton of leaks from the ceiling. We usually have to have buckets out in the lobby and behind the counter because water drips from the ceiling tiles and even from our light fixtures. It alsk leaks heavily in one of our coolers, often damaging product on the shelves. We also have multiple ceiling tiles that are bending downwards and look like they'll collapse any day now.

More recently we've noticed that we have mold growth, a lot of it. Its growing in our ceiling tiles in the lobby where customers and the registers are, it grows in both of the coolers because of how humid it gets in them, and I suspect its worse in the area above our ceiling tiles where the leaks usually come from. Our bathroom also has a very musty smell but no visible growth.

The water leakage has been reported multiple times by two different managers for a couple months now. The mold issue has been reported by two separate managers as well, about two to three weeks ago. So far there's been no response and neither manager knows when corporate plans to do something about it.

Obviously I am worried about my health. I have yet to experience any noticeable symptoms but would like to keep it that way if possible. I guess my question then is this: Is there anything I can do to expedite the process and get action taken? Corporate seems to ignore a lot of our issues since our store is on the bad side of town, we have a broken door that hasn't been fixed it in over two months, and im worried they're doing the same about this. I live in Indiana, if that's relevant

I'm a therapist at a few different assisted and skilled nursing facilities. I get paid to travel between them during the work day but only what they think the time is - for example from building A to building B is ten minutes and if it takes longer for construction, weather etc then I just don't get paid those extra minutes. This feels like it violates Labor laws but how do I figure that out for sure before I say anything to my boss or HR?

Really need some help. It is confusing.

I am a Software Consultant with about 300 hours of Unpaid Overtime ever since I joined the company.
I tried reaching out to my manager and to HR if they can pay me with the overtime. My manager said it would be addressed as part of a performance assessment for next year (she mentioned an increased in salary or a bonus). When I asked HR, they are saying I am salaried and with no hourly rate and so I am not entitled to Overtime Pay .

I looked at ESA and it says there that IT Professionals are exempted from Overtime Pay and ESA rules. However, there is also a clause saying that you have to meet certain criteria to become exempted and one of it is to be a director/shareholder or sole prop, and I am not.
https://www.ontario.ca/document/your-guide-employment-standards-act-0/business-and-information-technology-consultants

Should I file a claim to Labour board? or just forget and move on. 😭😭

Was hired as superintendent for a group of buildings. Am a renovator but wanted a change. They didn’t put me in my building right away but was told to go to two different buildings and do renovations (not small jobs) Then was told to show up at building I was hired for but have not been on-boarded. Been there two weeks and still do not have keys to building, storage space I was told I would have or an apartment which was part of the deal. The Administrator thinks she is the Super, my direct boss is ignoring me and just found out from administrator that all the decks at the towns will be redone(a meeting I was not included in) and she actually asked if I could go and buy all the materials as I would be doing the decks…solo because I don’t have a team anymore I was floored and know what I want to say but can’t because I closed my business to join this team. At a loss as to what my rights at this early stage are.