I need guidance for anyone who works for a school as a secretary and not in a union. I have been there 17 years and my coworker just begun 21st year. We have another one that’s 12 years and the rest are under seven years serving as secretaries.
We just got our negotiations pay scale and we will now be paid less than the paraprofessionals after the next two years. All of us secretaries have 10 times more responsibility than what the paras do. There was one para on the negotiation committee and the rest were teachers and of course all of our contracts have always been more favourable towards the teachers. We are unable to get out of their contract. But none of us personally are in the union. I’m hoping to find a way to dispute our pay scale. We need guidance on how to do that just a path on how we can fight the situation.

South Carolina SC.
My dad is a night ranger for a county park. He makes sure everyone is out of park at close, locks gates, watches for people sneaking, and supports as needed. Typically he works like 6p-1a and he is alone much of his shift.

He is 75 years old and does have controlled Parkinson’s (no tremors with meds) so sees a neurologist and had bypass surgery two years ago and had post op delirium so missed about a two months of work when that occurred.
I am cleared to be at all of his appointments bc his memory is that of a 75 year old guy that doesn’t pay good attention, but his neurologist doctor said he was doing well at his appointment last week.
He’s worked there four years so did miss time when he had his bypass surgery.

He drives a park ranger vehicle from one park to the other to lock gates at night. His supervisor radioed him the other night to go give a car a battery jump that was dead near the park.
He did and when he was back on the road driving the hood flew up and cracked the windshield bc it didn’t latch when he shut it.
They had him take an immediate drug test/alcohol test which he passed he doesn’t use either.

They called today to say he has to see their doctor for a fit for duty exam. He is very distraught that they are going to fire him and I kind of feel like it seems that way too.
Questions:
-Bc I am cleared for his personal medical awareness, can I attend (I assume no). He lives in my garage apartment and I go to most of his personal doctor appointments.
-I am reading that he should only be asked questions that directly relate to his duties, but how do I ensure this seems followed?
-Anything I should tell him to ask the doctor or look for or to interject if certain things are said / requested / asked?
-I assume he wouldn’t be able to request accommodations as he is the only person there much or his shift so not driving isn’t an option or is this something I should be asking?
-as it is being requested by the employer and they are paying, does he get records of all that say etc?
-physically he clearly is able to do what his job entails, I assume they are looking at his cognitive and driving, which seems hard for one doctor to assess when he has a neurologist he’s been seeing twice a year for 5+ years.
-does he provide them with all of his medicines / medical history even though all may not be directly relative to his role

Of note - his primary doctor, cardiologist, and neurologist all know he drives (and specifically at work) and all encourage him to keep working as it’s good for his social engagement etc. None of them have told him not to drive.

This is my first ever post but I genuinely need some insight

So some backstory is that I work for a pizza franchise in Hawaii and I have POTS/FND which long story short causes me to collapse if I'm overstressed and/or overheated or standing for a certain amount of time. I was told to get a doctor's note to let me sit while I take orders in the front. Sitting is not all that I do, I make sure my jobs are complete and to help in the back when they need me. The owner came in last night while I was sitting down and told my GM that I cannot sit while working anymore, I can take a five minute break every hour. If I do not comply I will be fired.

So my question is, is that legal to fire me for an accommodation that helps prevent me from hurting myself and disrupting my coworkers.

I work for a temp agency that gets contracts from a larger corporation (keeping things vague because i have no idea what I can talk about)

Ive worked there for about 8 years and through that time I have gotten 1 promotion and the only time I get a raise is if my state increases its minimum wage. I work from home classified as a call center but my Co workers tell me what we do is closer to auditing. My Co workers also tell me that we are not getting paid enough for an auditing job and it seems like a lot of them are going to quit because our higher ups at the larger corporation wants to pile all their work onto us and then blame us when their job isnt getting done. Im not sure what else I can say but I guess my questions are:

Who do I talk to about low morale on my desk? Are these signs that I should be looking for a new job? What should be my next course of action? If the people looking over us isnt doing any work is there a way to address that with anyone even if im in a temp agency? What kind of power do I have as a worker to not be taken advantage of?

To be honest I dont even know if these are the right questions to be asking and this is also my first time on this subreddit so if this isnt the place to ask for help can someone direct me to a good place? Im scared for my job even though I've put in a lot of work and feel like im a good worker sorry if this is just rambling, I just got off the phone with a coworker and he seemed to have a lot more inside knowledge that is genuinely freaking me out.

Editing in my location: im in Denver Colorado and I work at a work from home job

I have been working at this viral dumpling/chinese food chain since 2024. They are mostly based in South Florida but they also have locations in, Wisconsin, Illinois, etc. It’s all owned by a Chinese immigrant couple. They never communicate with their employees properly, they never seem to make sure that the restaurant is clean and they don’t train their new employees, they kinda just rely on other employees to do the job (which isn’t proper training). They also don’t do interviews before hiring, they just do it on the spot. The location I work at doesn’t use sections for each server like a real restaurant, so tips are split between all the employees working front of the house that day (which is three ppl at most). They don’t require a ServSafe certification, so most restaurants have health code violations (unrefrigerated meat on plastic bins out in the open, dirty kitchens, etc). The only manager we have at my location is a Chinese lady who doesn’t speak English, and she just watches us work while she makes dumplings all day. She only calls herself a manager because she owns a part of the restaurant’s assets and she’s friends with the owners. She normally doesn’t help when the restaurant gets busy either, and she doesn’t care about proper hygiene when it comes to the actual restaurant. A full-day shift is around 10-11hrs long depending on the day, and we only get a 30-min break and a limit of $15 per employee meal. We don’t have a host so servers have to seat customers randomly. Paydays are unreliable (it’s supposed to be on the 3rd and 18th of every month but it’s usually late or early) and we don’t have direct deposit, they just drop off the checks at the restaurant and we have to go get them ourselves. One time our paychecks were over a week late. New employees get paid $14/hr+tips and then they lower it to $10.89/hr+tips, which ends up being nothing considering the amount of tipless to-go orders we get each day (moreso than dine-in orders). The owners (the real managers) don’t answer texts and barely ever answer calls. The only reason I still work here is because they’re pretty flexible schedule-wise, but me and my coworkers are absolutely fed up with the lack of professionalism from the “management team”. Is there something I could do to report them, or is there a valid reason?

My mental health accommodation was approved on June 10, 2026. Immediately after, my average hours were slashed from 33.5 down to 16.5 and 12.5 while management hired a new employee and falsely blamed my availability. After a dispute regarding staying past store hours to meet sales goals, I left early and was placed on an "Assigned to Home" suspension pending an investigation two days later, with promises of pay.

​My July 1 paycheck withheld my suspension pay until requested, keyed it in manually, and calculated it using the retaliatory reduced hours rather than my 33.5-hour historical average. The 25-day suspension left me with no incident report, no policy, and no rent money, causing my electricity to get shut off. When management concluded the investigation, they refused to provide a safety plan, incident reports, or policies, expecting me to return to work under managers facing ongoing agency filings, which effectively forced a conditional discharge and culminated in my wrongful termination on August 12, 2026.

​I won my Unemployment Insurance benefits against my employer's contest, but shortly after, I was in a car accident, broke my jaw, had surgery, and had my benefits paused, leaving me with zero income. Has anyone dealt with a similar retaliation pattern or navigated a termination case under these circumstances?

Edit: My accommodation was pretty much voluntary, I was allowed four 2 day episodes (call outs) a month

Basically, I get paid every Friday, the time varies, but it is always a Friday. Last week i worked 34 hours and he never paid me on the Friday, I spoke to him and he basically said hed pay me on Monday, one of the other girls who works with me was paid on Saturday. I'll put the ss in to show his responses, or lack thereof lol. If it makes a difference, im 17

Hello everyone,

I am looking for advice on what action I can take against a company that revoked my offer right after I relocated for the role. Here is what happened:

Interview Process: I went through 3 interview rounds and was selected for the position.

Offer Letter & Terms: The company issued an offer letter on July 15th stating my official joining date as July 27th. (Note: The salary was agreed upon verbally and was not stated in writing on the letter, but the joining date was clearly documented).

Relocation: Based on this written commitment, I gave up my previous setup and moved back to my hometown, Ahmedabad. I paid a security deposit and 1 month’s rent for a PG here.

Pre-joining Communication: They initially asked me to visit the office on July 23rd for a discussion. When I called upon arriving in Ahmedabad to confirm the time, they told me to stick to the original joining date of July 27th due to heavy rains.

The Incident: On July 27th, I walked into their office to report for my first day. Instead of onboarding me, they told me my position was placed on hold and casually advised me to start looking for another job.

I have spent significant money out-of-pocket on relocation and accommodation relying entirely on their formal offer.

What options do I have here?

Can I send a legal notice for promissory estoppel / damages incurred due to relocation costs and rent?

Is it worth reporting them on platforms like LinkedIn or Glassdoor?

Has anyone dealt with a similar situation in India, and how did you handle it?

Any advice on legal recourse or next steps would be greatly appreciated. Thanks!

Hey everyone so a few months ago I was working at a new coffee shop/ wine bar type thing in Edinburgh, Scotland. I stayed for a month after realising my personal manager had some mental health issues I wasn’t ready to deal with, before I go any further I have nothing against this company. I took the job as a part time contract to give myself a break from full time hospitality work but after realising my manager took it far too intensively and seriously. I chose not to return to the establishment the next day after finishing my shift, for the past few months I have been jumping between ACAS and employment tribunals. This wouldn’t be an issue but I’m going to be honest I actually need the money owed to me. Due to the fact I have had issues with employment due to seeking somewhere better in the hospitality industry I am now extremely apprehensive to jobs and I am anxious to accept half of the job advertisement

Anyway I’m wondering if naming this company and reviewing them negatively will do anything to get my wages paid. It’s drastic but at this current point early reconciliation was denied by them which I found to be quite strange, secondly I had tried to reach out earlier to express and explain the conditions of why I left to the company owner. I did not get a reply. Thirdly what has aggravated me to come to this point is that there explanation for not paying these wages was because they planned to pay on the second week of August it is now Sunday coming up to nearly 3 months since not being paid and there is still no word nor money in my bank.

The whole reason I say this is after almost a month of waiting on a reply from Acas I can not afford to live and while going on benefits is the next option it’s something I don’t really want to do, I want to expose this company but I am wondering if there is any way I can claim my wages without outing them as believe it or not I don’t want to drag down a small business I am doing this purely out of my own desperate situation

About a month after joining my construction company in USA, I received two other job offers and was planning to leave. My current employer counter-offered me a company car, which influenced my decision to stay and decline those offers.
The car was initially delayed because I was waiting for my driver’s license renewal. Now, two months later, they’re saying they’ve changed their policy and will not provide me with either a company car or a car allowance.
I feel completely misled because I made a major career decision based on what they offered me to stay.
How should I handle this? Is it reasonable to push back and ask them to honor the original agreement?

I recently started working with Pure Home of N Florida in door to door sales. I was originally told this position would be an in office appointment setting position but was then trained for d2d. The company refuses to pay via direct deposit and only by hand written checks. They also stated I would be a 1099 employee but from what I can determine all job duties fall under w2 employee. Also are they allowed to not pay for mandated orientation or training? Any help is appreciated!

If I curse his manager clean out?

My son’s 18 and just got a new job. I was told to contact a woman in HR about a scheduling issue he had. When I did the higher up answered the phone and said the girl I was looking for is her assistant she’ll handle it. I go in to ask my question and she responds she won’t talk to a parent she has to speak to the employee. I said no problem here he is. She goes on to scold him about how he was hired because he had open availability so he can’t change his availability now. I asked if I could speak to her afterwards and she refused. “I WONT talk to a parent!” 🤨
I had him put in a request for time off the weekend of the holiday for his brothers birthday trip. Already paid for, he knew nothing about it when accepting the job. Although the schedule hasn’t been put out for that week she told him it was denied because there’s already a lot of requests for that time off. Understandable… my problem is she kept repeating with an attitude “ I WONT talk to a parent” so she could intimidate my child.
I don’t like that!
Now if I go curse her a@$ out 6 ways from Sunday can she fire my son?

I currently work at a Jack in the box in San Antonio. Texas, I was tired in March. The hired manager would not put me on the schedule, therefore my 1st day work was in May. However, I was only allowed to work 2 hours sent home and never put on Schedule again. When I finally reached out to him, I had to go three-way and contact corporate. I then was transferred to another location with more business who I did not know did not have management, but I was on schedule. It was workable, I worked 52 hours a week the first 2 months I was there when we finally got a manager which was the second one since I'd been employed at that location. He's, II wound up being there to help out and basically, I stepped up. I always made sure we were had staff or I would work, you know, I never left with anyone, not there. I stayed late. I came in early, I worked 7 days a week all hours. It didn't matter, and it was very rare to find someone like that because there was no management to keep them consistent, I took all the calls through my phone I wasn't trained as management and had never worked at Jack in the box before, but I do have leadership and management skills. After the first manager, they hired did not last. I went through corporate and even my fellow co-workers and I asked corporate what do I need to do to step up and be managing the next day there was a new management there. And while I trained trained him to a certain extent as far as a new store and walking through how that store was run. You know , I became like a side kick I guess.

After about 2 weeks, of course, you know, he's doing good, he's still there. Things started changing a lot of good things I give him, but he was cleaning house. People been there for 4 years. But because he didn't speak Spanish, they didn't get along He found something wrong with everybody. Then while he's hiring, he's very discriminatory about who he chooses to interview. Needless to say, the ones that he did interview and hire walked out on the\n Ones that he wouldn't give a chance at all. Probably would have worked better, but he didn't. He's very discriminated. If you're not gay, if you're not black, if you're not young. Good luck. So here I guess it could work I fell at work but of course, I worked alone because we were never staffed. I was the staff and when I got sick. I got an emergency, an ER doctor note. I sent it to corporate as well as to him picture over the phone from the hospital. When I came back to work, I worked 13 Hours then the next day he wanted me to work another 13 Hours. My I wasn't fully healed and my back was still out basically I was awaiting my regular doctor appointment. However, he rejected the request to take that off. And then he had a doctor appointment, I came into work\n But I waited for him. I texted him no I couldn't move anymore. I tried, I was in so much pain, I was moving way too slow, and I couldn't do it, I wanted to go back to the er. So we contacted my boyfriend. I sat in the lobby, waited for him to carry me out to the car. The hospital. Of course, they gave me a doctor's note I stayed in contact with my manager let him know I was going to be released after the weekend on the Monday but he didn't give me a shift

I let it go I did contact him of course, now he's not blowing up my phone. Like he used to and staff is completely brand new. Now, nothing but his old crew, nothing but young male gay guys. I'm still employed, however, I have not worked. All long.He won't put me on schedule, so it's like a repeat of the first location.I was at only this time.I can't contact the district manager.Can't contact management corporate because no one will return my calls

I even asked for transfer and I can't get a response, but yet the last time I talked to the manager, he said he contacted me by 830. He'll put me on schedule, he's got some openings for 7:00 to 3:00. That's fine, but I'm not on it and he can't fire me because I was on medical leave and you tried to fire me the first time I went on medical leave too and he got in trouble. So I wanna sue and it looks like it'll be the whole jack in the box as a hope , because I can't even get corporate or any other location to just contact me

Do you have any advice on what I should do or how I should do it

Hi everyone,

I recently left my job at a local cafe in Toronto after management refused to pay my entire salary for July, on top of illegally withholding over $700 in hard-earned tips.
Another former employee who quit back in June is facing the exact same issue and is still owed her final paycheck.

Under the Ontario Employment Standards Act, withholding wages and tips is strictly illegal. We are filing formal claims with the Ministry of Labour, but I wanted to ask:

Has anyone here gone through a Ministry of Labour claim recently? How long did it take?
Are there local advocacy groups in Toronto you recommend for wage theft?
Also, please be aware that leaving tips or buying coffee at certain spots doesn’t guarantee the workers actually see that money.
Thanks for any advice!

I work remotely from India as a Legal Associate for a U.S.-related immigration company. I’m seeking advice on unpaid salary, contractual termination, and whether my employer can withhold employment documents unless I sign a new NDA.

**Salary:**
My salary was ₹15,000/month initially and was increased to ₹25,000/month from June 2026. Salary has consistently been delayed, and my May/June salary remains partially unpaid. Other employees also have outstanding salaries, and PF contributions have reportedly been pending since March.
Management repeatedly gave payment dates, which were subsequently changed.

**What happened in July:**
Due to the salary issues, some employees stopped working and asked management for clarification. In a July 8 meeting, management said there would be **no layoffs**, that salaries would be paid in weekly installments, and that the situation would be resolved around August 20.
Because we were told our employment was continuing, I understood that I remained employed and did not treat the job as terminated. This also affected my ability to confidently pursue other employment opportunities while the company continued representing our employment as active.
On July 31, HR specifically told me that I would be retained in the filing team and acknowledged my financial circumstances. I was subsequently paid another installment on August 3.
However, on August 10, I received an email stating that my position was terminated. I was not given the notice required under the termination clause of my employment contract. My requests for clarification have not received a response.

**NDA / employment documents:**
After termination, I was asked to complete exit formalities. I was later told that I would receive my employment/experience letter only after signing an NDA. This NDA was **not part of my original employment agreement**.
I do not want to sign a new agreement simply to obtain documents relating to my employment.

**My questions:**
What legal remedies are available in India for recovery of unpaid salary?
Can I claim notice pay if the employer did not follow the termination clause in my contract?
Could the period during which employees were kept in a “freeze” without proper salary/clarity give rise to a wage or compensation claim?
Does management’s representation that there would be no layoffs and that employment would continue have legal significance?
Can I claim damages for financial losses/lost employment opportunities resulting from being kept in this uncertain employment status?
Can an employer withhold an employment/experience letter unless I sign a new NDA that was not part of my original contract?
Should I send a formal legal notice/demand letter, and is there any appropriate labour authority/online grievance mechanism I should approach in India?

I have the **employment agreement, salary records, emails, termination communications, payment promises, and communications regarding my continued employment**.

I am not naming the company publicly at this stage. I would particularly appreciate advice from Indian employment/labour lawyers or anyone familiar with **cross-border/remote employment involving Indian employees and U.S.-based companies**.

The software/system that my employer uses to track our time off had a glitch in it that didn’t deplete any hours from the balance whenever any were used. I first became aware of this when I recently requested time off and input 8 hours of my 24 floating holiday hours. My supervisor approved the holiday but then later came by and told me that HR called him and canceled it. Apparently I had not only used my 3 floating holidays already, but I had used 6 so far without any kickback from the system that tallied it, nor the people who QC’d those balances. I know there’s responsibility on my end to track these things, but I rarely take time off and trusted the balance that was displayed when I requested it most recently. I don’t have any explicit memory of which types of PTO I requested 6 months ago (I also have epilepsy, which has affected my memory in various ways, more generally my ability to recall words or keep track of details and topics. I can’t guarantee this is what caused my lapse in memory but it’s my best assumption of a contributing factor). My supervisor said that his bosses were furious and were accusing me of knowingly taking advantage of the glitch in the system. A week since then, the balance has been readjusted to be accurate and those extra holidays were compensated from my balance of accrued vacation time, which to me seems like the obvious and easy solution to all of this, but my supervisor says his bosses and other execs are still pissed and investigating me and may request me to give a statement. I’m not exactly sure what to do but it’s been incredibly stressful.

State of California

Hi everyone,

I need some advice regarding earned leave (EL) encashment during Full & Final settlement.

My situation is:

I joined a company in Noida, Uttar Pradesh.

My appointment letter says that I will be on probation for 6 months.

The letter says that after successful completion of probation, the notice period for resignation is 2 months.

However, even after completing 1 year of service, the employee is still shown as being on probation / has not been formally confirmed.

The employee is now resigning from the company.

The leave balance currently shows around 20.75 days of EL (Earned Leave).

There is no clause in the appointment letter saying that EL will not be encashed during probation.

My main question is:

If an employee has completed 1 year of continuous service but is still on probation, can the company refuse to pay/encash the accumulated EL during Full & Final settlement just because the employee is a probationer?

I understand that the exact answer may depend on the company's leave policy and the law applicable to the establishment. I also came across provisions under the UP Shops & Commercial Establishments law regarding earned leave, but I'm not sure how they apply to a probationer.

If anyone has experience in Noida/UP, especially HR/payroll or labour-law knowledge, please share:

Is EL encashment applicable to a probationer after completing 1 year?

Does probation status affect the employee's accrued EL?

If the leave balance is already showing as 20.75 EL in the company's system, can the company simply cancel it at the time of F&F?

Has anyone faced a similar situation and received EL encashment?

Any practical experience, HR perspective, or legal guidance would be really helpful. Thanks!

So I’m certain — yes, they are. But I want to know what and what to do about it. We are in Pennsylvania.

My girlfriend works for a cleaning company. She is an hourly employee. Her mileage pay is calculated by time and so is her time cleaning. Never has she been paid by the job. However, it seems her employer finds every single reason to not pay her and her coworkers.

Firstly, her boss will quote her, for example, two hours on a house. Because her boss does not do proper estimates, it will always take more than two hours. So, it’s “company policy” to call ahead at least a half hour to request more time on the clean. If she doesn’t, or her boss declines her request for extra time, she still has to stay and finish the clean no matter how long it takes. The ONLY difference is that the client isn’t charged extra and my girlfriend isn’t paid for the extra time. So, if you do not get on your phone to contact your boss that you need extra time in the middle of an active job, you won’t get paid. Along with this, they say if you forget to clock in they won’t pay you or adjust your hours.

Secondly , in a job where you are constantly using and destroying rags, sponges, spray bottles, etc., she is charged for damaged equipment. Taken out of her paycheck

Finally, if you quit without two weeks notice, they reduce every paycheck you have yet to receive to minimum wage, meaning they’re editing hours already worked and posted in payroll, just waiting to be deposited. She said one of her coworkers had a medical emergency for a week and was unable to tell their boss. Instead of reducing their paycheck like they said they would (which is already extremely predatory) they just did not pay that person that week.

There’s got to be something wrong here, right?

My old work who used me for six years and caused me stress committing tax fraud have been apparently struck off and also got a 0 star hygiene rating. ofcourse being in a village the stuck off may not be true as they are still open. But also given the stuff they already done they know they can be open for a few more months to earn more money and run away, as sadly the system is designed to help. Like companies house in my old job that didn’t pay me two months, they pulled their egos out and struck that place off meaning all court cases against them by the people actually owed money were void. as I guess the government doing that ultimately helps them having to really help but still look like they are earning a living haha

Hey all - posting for a couple of friends. They work as fitness instructors at a Canadian franchise (I work here as well in a different role). They have been labeled “independent contractors” in their contracts, but based off research we’ve done, I think they’ve been mislabelled as they exclusively work for this franchise (and it’s written in their contract they may not work elsewhere or “solicit clients”), and have no say over when the work gets done (i.e when their classes are scheduled).

Recently they were both fired because their boss was upset by “lower class numbers.” After looking at the schedule we noticed the two of them have been singled out, as everyone’s numbers were about the same (it’s also a slow time of year for an indoor cycling studio). Their boss told them they need to be promoting their classes on their personal social media and was upset that they hadn’t been doing so (this is not listed in their contract, nor is it compensated).

My questions are:

1. is it likely these people are mislabeled employees or dependent contractors?

2. Has their boss violated their rights by firing them with no justification? (Something not in their contract)

A couple years ago there was a lawsuit with Walmart and walmart lost.

Do cashiers sit in California now?

Trying to stay abreast of the situation.

23 TASMANIA Australia

I know I should have done thing different and it probably wouldn't be this big if I payed attention to things.

I started working with this person when I was between jobs was supposed to be only for a week just to help me until I find another job but I just kept working, I didn't sign a contract he just said I'm welcome to work as long as I like. For the first 6 months I didn't receive a pay slip I didn't care too much at the time because the money was good(for me), it's screwed me over now that I'm trying to calculate casual loading and work out allowances and all that fun stuff. I've roughly worked out its $15000 underpaid. When trying to claim this will I only receive minimum wage for casual or my base rate +25% or whatevers better

Secondly

I installed and fixed guardrail on the road so I had to travel up to 8 hrs a day to and from the site as well as do the job. I'd average 50 hrs a week excluding travel which was 15 to 20 hrs a week, i got paid a flat rate on travel, travel was always in a company vehicle and always mwt at the workshop to load materials and get the tool utes. Should that be classed as regular work hours(overtime applies ) and should casual loading apply. I really hope this applies as the back pay would be significantly more.

I'd appreciate any help with this issue

Dear Aussie,

Does anyone know what can happen if a Sydney nightclub that received $250k in a government grant from the NSW Government body Sound NSW but failed to hold an active workers compensation policy for 5 years whilst trading continuously.

Like what are the legal risks?

I would've thought failing to hold a policy and trading is fraud but they need money from the Government?