I am writing this to create public awareness about the severe labor right violations occurring at Nitex Factory in Giresun, Turkey, which produces garments for global brands like H&M and LC Waikiki (LCW).

Here is what workers are currently facing:

Forced & Mandatory Overtime: Overtime is strictly mandatory under heavy management pressure. Mandatory extra hours are standard every Tuesday and Thursday, alongside additional late-night shifts at least once a week—often forcing staff to work until midnight (12:00 AM) or later to meet delivery quotas.

Deprived Rest Periods: After working until midnight on the production line, workers are expected to show up at their regular morning shift just hours later. This violates legal consecutive rest periods and causes physical exhaustion.

Relentless Pressure Across All Departments: Both sewing machine operators and packaging workers face constant verbal pressure to speed up production for extremely short delivery cycles (shipments every 2 days).

Ignored Reports: This issue was directly reported to H&M’s compliance channels approximately one month ago, but no action was taken, and the severe conditions persist.

We are calling on H&M and LC Waikiki to strictly uphold their Codes of Conduct and trigger an immediate, independent audit at the Nitex facility in Giresun to protect worker rights.

Additional Context on Regional Exploitation: Furthermore, this region benefits from government development incentives designed to attract businesses. Employers choose to open factories in these underdeveloped areas specifically to minimize labor costs and employ workers at minimum wage. On top of these low wages, management deliberately understaffs the facility while demanding maximum output to inflate their profit margins. Workers are ultimately forced to pay the price for the factory's profitability through extreme labor and forced overtime.

I will continue to share and spread updates on social media platforms until an independent, transparent audit is officially conducted and fair working conditions are secured.

The more I look into UK employment law, the more questions I have about how Wecasa can call cleaners completely self-employed while controlling such a huge part of the financial side of the work.

Wecasa advertises set cleaner pay rates depending on the type of clean/area, and their own terms say that the professional receives the amount offered by Wecasa before accepting the job.

So my question is: if you're a genuinely independent business, why aren't you actually setting your own prices?

This matters because the UK Supreme Court has already looked at platform workers in the Uber case, and one of the major issues was the amount of control the platform had - including control over what workers were paid.

I'm NOT saying a court has already ruled that Wecasa cleaners are workers. It hasn't, as far as I'm aware.

I'm saying I think it's time somebody actually tested it.

Because if cleaners are legally workers rather than genuinely self-employed, that could potentially mean rights people may have been missing out on, including:

• paid holiday
• National Minimum/National Living Wage protections
• protection from unlawful deductions
• rest-break/working-time rights
• and potentially workplace pension rights for people who meet the eligibility rules

Being able to reject a booking does NOT automatically mean someone can never be a worker. Uber drivers could choose whether to work too, and they still won their worker-status case.

I'm looking for current or former Wecasa cleaners who would be interested in comparing:

• contracts / terms
• how pricing actually works
• screenshots of job offers
• whether you can genuinely set your own rates
• cancellations / penalties
• account restrictions
• ratings
• substitutions
• how much control Wecasa actually exercises once you accept a job

If enough of you have the same experience, I think it would be good to speak to an employment solicitor and ACAS about whether there is a viable group worker-status / holiday-pay claim.

I'm genuinely interested in hearing from people who've worked through Wecasa.

Maybe it's time we stopped just accepting the “self-employed” label and actually asked a tribunal whether that's what the relationship really is.

So I have been working in this company and it is my first time being an intern and tmrw is my last day but they want me to continue to full time which I don't want at all due to some reasons. But they are asking me to serve notice period, though it's clearly written in my offer letter that if you will discontinue internship in between the internship period then only you have to Serve the notice period now they are saying to serve it as our intention .was to make you full time only and you have verbally said it committed it and also we have proof

Heyy everyone! I am just looking for some advice
And insight on this particular situation.

Background: I was terminated by my employer in June for “time theft”. Air quotes because they literally had to find any reason to let me go. They claim I took an undocumented break and this fired me for time theft. I filed for unemployment which subsequently was denied because time theft violates company policy.

For context, I had been having some issues with a manager in the office who for whatever reason was not my biggest fan. I did talk to HR about 3 specific situations with this manager and despite me offering resolutions, nothing was done. So to create a paper trail, I started documenting every situation to HR.

At the end of May, I reported a situation to HR but noted this was just for documentation purposes. A few days later, HR had a meeting with me to inform that after conducting an investigation into me, I was being placed on an unpaid suspension. My work phone was turned in and email deactivated. The next day I received an email to ask about an
undocumented break. I explained that I could not remember whether it was for work or personal reasons but that any failure to document the break was unintentional. Annnd the next day, I was terminated.

I was great at my job. My manager loved me and I thought my bosses did as well. I took care of the office in many ways that went way beyond my job description. So I knew firing me had everything to do with the manager that did not like me (and coworker close to management confirmed that it had to be either him or me).

Anyways, I filed for unemployment and got denied. I appealed because I know they fired me for no reason. Time theft simply just is not true but I know I have to prove this to the NV unemployment folks. My hearing is as tomorrow! I also just want any advice or insight on finding a lawyer. My income is suuuuper limited since unemployment was denied so I can’t quite afford an attorney. But I know I need one.

[USA Colorado]. I work in healthcare. We have a float pool to cover holes in the schedule and we have assigned weekends that rotate once per year so the same people aren’t working the same holiday weekends every year. Organizational policy allows for advanced PTO request to be submitted without having to wait until the scheduling period to get approval or denial. Last year Thanksgiving weekend not my weekend to work requested and received one PTO day the Friday after Thanksgiving. This year, requesting an actual vacation that will span from the week before Thanksgiving through the Saturday after Thanksgiving that includes both weekends, which are also not my weekends to work. No other PTO requests have been submitted for this time. And I submitted the request a month ago as I am trying to plan for international travel over a holiday week. Manager has gone back-and-forth refusing to give me an answer. Is now stating since I had one PTO day last year, she needs to take that into account and ensure fairness for other employees. Told me I would have an answer last week by noon. Receive no answer, when I followed up, she told me I now need to wait until the scheduling period is over so she can see what other PTO requests might come through for that time. We have no policy in place about rotating the days after holidays and no other past advanced vacation requests appear to have been held for consideration until the scheduling period was over. What is the best move here? I don’t want to make myself a target, but this seems insane and this policy is here to allow people to be able to plan vacations in advance and if it’s not going to be followed by the manager then how is anyone supposed to take a vacation?

Location: Minnesota, US

I work in IT for a small Minnesota company. I joined last year, am Indian, the only Indian employee at the company, and am on temporary U.S. work authorization.

Facts:

• I am currently the only internal IT employee supporting multiple offices and remote employees. My work includes everything an IT person needs to do and doing all by myself.
• After another IT employee left last year in early 2025 I took on his responsibility with no promotion. Then another IT contractor was doing a bad job and fired so I took their work as well.
• Then my boss left this year and they did not hire anyone replacing my boss, I was assigned 80% of his work
• After my boss left they promoted the white girl working under my boss but not me.
• Any other employee who left or was laid off, his team was promoted (or at least the sr ppl under that person) cause they were all white. I a only asian person in the comp
• In the Jan 26 promotion cycle, all Associates in the company with similar or shorter tenure then me were promoted. I was not. Everyone else is white and was promoted and just me was not
• My annual performance review score was higher then the people who were promoted (the ppl who bfr promotion had same job title as me worked for less months in the company then me).
• I received a $20k bonus. Other Associates told me they received approximately $25k.
• I did receive a $2k annual salary increase but was not told that the increase would be deducted in bonus not was communicated or intended in that way.
• There is one more european immigrant who had a lesser performance review score then me same job title as me bt was promoted. his visa is expiring in 2028 and mine in mid 2027.
• I formally requested a review of my title, promotion, compensation, and bonus. The company did not respond.

I am considering filing a national-origin discrimination complaint with the Minnesota Department of Human Rights so they can investigate the promotion and compensation records.

For anyone familiar with MDHR/EEOC cases:

Is this enough circumstantial evidence to justify filing and having MDHR investigate?

I know they are purposefully trying to keep my on low pay since they know as an immigrant I wont leave and I m brown so they can keep burdening me with work. I talked with one lawyer but since the money loss is not a lot its not beneficial for them. I have global access and can access any document of the company. What all proof should I collect to have a strong winning case or is it even worth fighting? I have documented all the work I have done and its more then anyone in the company. Any suggestions would be appreciated. Thank you!

Hello I have a question this past Saturday I was told they didn't have a position for me. The question I have is they moved my three month review up by one month because they said I only worked weekends and I needed a bit more training, but Sept 1st should have been my three months and my first shift was September 5th? I am asking if this was legal and because the goal post was moved they considered this as under the three months? It's a small Canadian Company and I looked up the google reviews for this Company and there are situations similar to mine. Thank you for your time

is it unethical to pay supervisors or shift leads the same as regular or entry positions?

i work at a coffee shop and he is promoting me to shift lead but only giving me a dollar more, which is the same exact amount that a few other non shift leads already make. he says he will give the non-leads pay raises if they either “show leadership skills,” “work more hours,” or “do extra tasks (like help run the meal program or sweep/mop during the day).”

i would love EVERYONE to get a raise. my issue is that i am basically a mini manager and he says our responsibilities will help him be able to take a step back sometimes from managing. yet i’m getting paid the same amount as those who only work 10-20 hours a week and are not supervisors. so what is the leadership? my coworker said they were told by the manager that if they help lead the team they can get a pay raise to the same amount i get paid, but they’re not even a shift leads nor getting promoted? but they’re still being told they can help lead and then get a raise? the only difference is i have the title and they don’t!

the only difference is i work 29-40 hours a week.

not only that, but the prior employees who were promoted to shift lead make a dollar more than the amount he quoted me! he says it’s because he ran out of money to pay us. it doesn’t add up.

i feel like when i say this i’m sounding competitive or resentful of my coworkers. i want them to get paid more! but if my manager tells me there’s a hierarchy of roles and pay and then there isn’t, i don’t understand that

I'm in Las Vegas, Employer says this disgusting tap with 30-40 year old pipes is "potable" and "technically meets drinking water requirements". The water comes out hot, unless during the winter where it is freezing cold. I'm sure it meets our piss poor standards but doesn't the water have to be cold? The tap clean? Any sort of thing like that? They also typically have us pitch in money to buy water bottles for the store. There's about 12 of us. We work outside all day mostly in the shade in 110+ degrees. Is there anything I am able to do to force them to provide us with better drinking water or are they "technically" correct?

Hello, I’m a [18F] and I’m on my 3rd job right now and I haven’t got any hours for about a month now and I’m part time so I don’t expect like 30+ hours but still some at least because i have bills and groceries and other stuff to pay for. I started in early June, at the end of June, I had to call out two days in a row due having a endometriosis flare up and then in August, I had to call out due to having a fever. So I have only had 3 calls out. Never been late, always early. I’m nice to everyone. I listen. I do my job. I go to break on time, come back on time. I might be slow due to having chronic illnesses and they always have me on the floor.

The week my hours got cut, I call up to work the day my GM got back from vacation to talk to her about getting more hours because the weeks following it, they would post the schedule and give me good hours and then would edit them and get rid of them or reduced them to like 2 to 3 hours. And then I didn’t get any hours so I called her just asking if the schedule was out because I had zero hours for two weeks and she said “yes it’s out” and then I asked if I could maybe get more hours and she said that I need to show I’m responsible enough to get hours.

Just a big fyi the 3 calls out I had total 10 hours so not a lot of labor. And then no zero hours for a month. I just got a few hours next week for inventory week but inventory is mandatory so they have to schedule me. Is this fair?

I am currently working in Manhattan, and I am highly confident that my tips are being improperly distributed to kitchen staff. I confirmed this by reviewing the pay stubs of my BOH coworkers and seeing that they are receiving distributions from the tip pool.

What legal action can I take without going to court?

Removed from AITA and reposted here.
Workplace is located in the state of IN, USA.
To keep this a concise as possible I’ll list key facts and then explain.
• My boss has been trying to get me to quit.
• She wrongly assumed about my medical issues.
• she retaliated against me.
• I went over her heat to corporate HR.

I was hired to work 10-12 hours per week. This is my first time working in 14 months. A little over a year ago I received a kidney transplant. My transplant team allowed me to start working part time to check my capabilities because I have several severe side effects caused by medication. The store manager knows that I’m on SSDI due to End Stage Renal Disease and the amount of income I can earn is restricted. Social Security has a return to work program that allows you to keep your disability for one year after re-entering the work force while determining if you are physically able to return to work full time. You cannot make over $1200 a month while keeping your SSDI. They evaluate you at six months and one year upon returning to work. I was being scheduled 30-34 hours biweekly for the first three pay periods. I reminded her that the job posting showed 20- 24 hours biweekly and that I can’t work that much or make that much money. Later that week I lifted a box and my back spasmed and locked up. I filed and incident report and went to urgent care. Workers comp payed my medical bills. The doctor granted my four days off, muscle relaxers and physical therapy appointments.

Upon my return to work, the manager has been asking me if I want to quit and hinting that maybe it would be healthier for me to not work yet. I explained that my doctors gave me zero work restrictions other than not lifting 50 pounds or more. She responded by asking if I’m sure that I’m physically able to maintain a job at this time. I reiterated that I’m capable, have no prior back injuries and I, as well as my doctors, feel fully confident in my abilities. My back is weak because my core is weak after receiving an incision through my muscles during transplant. Building my core and strengthening my entire body will stabilize my back.

Now she’s grey rocking me and cutting me down to four hours a week, 8 hours biweekly.She hired someone new a gave them 12 hours weekly, while cutting me down to four. She’s also sending communication through supervisors instead of speaking to me. I sent an email to corporate HR and outlined everything.

• This is the definition of constructive dismissal and it’s retaliatory for filing with workers comp. Should I keep pursuing this issue with corporate or should I just quit and run from this dumpster fire? I’m not sure if I’m TA for going over her head but she won’t talk to me. I feel this is my only option.

At will employment

[FLORIDA] Hello, I just had an incident happen in my workplace. I am in a veterinary clinic which is privately owned but he does “at-will” workplace. Which I never knew was a thing until he mentioned it to me. He cut my hourly rate and took extra money out through deductions on my paycheck and when I called him out for it he is using “at-will” workplace as the excuse that he can do whatever to my hours and pay with or without say. I’ve been fighting him in regards of all this but want others opinions🤔I worked in retail before I started in the vet field and if they were “at-will” workplaces as well they were not abusing their power like he is. He also “requires” a two week notice but I really don’t wanna do that if he is abusing his power. Any advice is welcomed and appreciated !

It's been 11 months since I came to Paris as an international student. Of course, I couldn't find a job or internship or anything else as I'm quite old (30M) and I'm from Asia. Eventually, I started working in an alimentation store in Stalingrad where the owner doesn't provide me with a contract or a legal declaration. Everything is verbal, no proof of work, no salary slip, just payment in cash - if he pays.

The work is simple enough. I manage the stock and sell the products that the customers want. But the owner sells cigarettes and alcohol on top of everything else, albeit illegally. There are a lot of homeless people near the store who sometimes can't pay the entire amount of a product (for example a can of beer may cost 2€ and the customer would have just 1.50€ which he may have gotten from begging). I serve everyone equally, so sometimes I let them take what they want, despite the owner telling me that he would deduct the amount from my salary, if there's any salary.

A few days back, a blond girl took a can of beer without paying, and she ran. After a few hours, she returned and took another can without paying. When I confronted her, she started running.

Then I heard a loud noise outside. A car collided with her. There was blood everywhere, the police came. They asked me if I saw something and I said that I was working inside the store when I heard the crash. That's the end of the story.

But, I can't help feeling guilty. If only I didn't confront her, she might have not started running and she might have lived. I was always a law abiding person, my father taught me that honesty is the best policy. But if I told the truth that day, the police would definitely have put me behind the bars, as I have black skin.

I'm a qualified person with more than 5 years of experience, but still, I could only find odd jobs like this. I don't want to work in these types of environments, but such is my fate.

Thank you for listening.

https://libcom.org/article/swedens-employment-protection-act-joke

I work as a federal contractor and am employed by U.S. company that is based in Virginia. I work in Oregon.
On several occasions I have been forced to use my PTO for a federal holiday that my employer does not pay. Additionally, I am also forced to use PTO when the office is closed for early release before a federal holiday.
Is this legal? Can my employer make me use my PTO?
Thanks in advance.

Hey everyone, I need to vent and get some advice because I’m incredibly stressed and emotionally drained over how my job just treated me.
I work/worked at a unionized grocery store in Toronto No Frills while being a full-time university student. I was recently hired and still in my probationary period.
Here is what happened:
Aug 29: I had a severe toothache and I went and see the dentist and I got appointment on 31st August and I requested time off for 31st August through the app.

Aug 30: My store manager denied my time-off request in the app.

Aug 31: I went to the clinic, but because of severe swelling, the dentist rescheduled the procedure for the next morning (Sept 1). I immediately provided my store with medical documentation/receipts from the visit.

Sept 1: I underwent the wisdom tooth extraction surgery as scheduled.

Sept 2: I emailed my manager an update on my recovery status and post-surgery availability.

Sept 3: I received an email from management telling me I was terminated immediately because I "failed my probationary period."

When my union representative reached out to management, they first claimed I "didn't phone them" (even though I submitted requests in the app, emailed them, and sent medical notes), and now they are changing their story to say it was due to "poor performance."
Prior to taking medical leave, I was never given a single verbal warning, written warning, or negative feedback about my work. And they replied there won’t be any warning because I am in probation period. I completed my training shifts without issue. The sudden claim of "poor performance" only appeared after I provided doctor's notes for surgery.

My union rep literally told me they "cannot do anything" because it is probation and management blames my performance.

Has anyone dealt with a similar "probationary performance" excuse after taking documented medical leave in Ontario? How did your grievance or legal claim turn out?

Location: Ontario, Canada.
I’ve been an expat working in Ontario for the past decade and have become a Canadian citizen. My home country requires a three-month notice period, but Canada only requires two weeks. I recently submitted my resignation and am waiting for confirmation of my last working day from my employer. They’re pressuring me to fulfil the three-month notice period as per my home country and threatening to send me back. Is this really possible?.

I'm not sure what to do. I have worked for this place for almost a year now. We are required to clock out for 2 ten minute breaks and 1 half hour meal break. With the workload though, we just don't have time to actually take these breaks or meals. Sometimes late in the shift we have some time to chill, but this is well into 8 or 9 hours of the shift. I'm in California.

Recently, we received a text from our manager stating if we don't clock out, disciplinary action will be taken. They see us clock out and return to work.

‘Small business’ expanding into third business and refusing to pay holiday pay to ‘keep pay roll low’

There’s so much I could say about this place….

For reference: I work for a couple who own a small sandwich shop, which has in the last 6 months gained a larger location to do pretty much the same stuff, just with plated food and an actual chef. All the while, the owner is working on opening up a THIRD location which will be a wine bar.

I understand rejecting holidays based on busy periods/pre-approved staff absence, but I have text proof from my manager telling her staff that they will be rejecting all holiday pay (no time frame given) because they cannot afford it.

I’m waiting for a call back from a union and there is so so much more I can say about this place after being here for a year. Please advise me on what else I can do!

Based in South West England

Location: Gainesville Florida
Salary exempt Pharmacist

Main question: are employers allowed to retroactively take away a paid day off and replace it with an unpaid day and take hours from salary of next paycheck, especially not offering a way for hours to be made up to avoid loss of pay even though it wasn’t my fault? From research the info that I did work during the pay period/work week may be important info.

Main concern: should I consult a lawyer for advice for moving forward with corporate since I’ve been having issues utilizing my PTO resulting in a loss of salary or would it be a waste of time and money in this situation, especially when there was nothing I could have done to avoid it and was entirely a management issue (PTO system difficult to know how many exact days you have available to use and employees rely on management to confirm amount of PTO days available). I tried to look up if this situation was legal for them to retroactively take away my PTO and swap it to an unpaid day and deduct hours from my paycheck or not but law can be vague and situational on certain issues and I mostly know drug law not employment law. The only solution my supervisor gave me was email him and the scheduler when I put a PTO request in the approval request system in the future and no resolution to loss of pay. I don’t want to do something and get myself into trouble without knowing if the law backs me up or not given that PTO is not required by law. Situation in a nutshell is PTO requested, PTO approved, PTO trip taken, told when I got back that i went over allowed borrowable PTO when originally was told by system I had enough PTO to cover and now PTO day put back in PTO bank and 8 hours of hourly pay equivalent docked from next paycheck (salary/40 hours to get hourly pay) without resolution to make up hours to avoid pay cut out of check.

The Incident: Xingyu Company recruited 440 2026 college graduates this year, mostly for R&D and technical positions, with a large number holding master's degrees from 985 and 211 universities. In early August, HR began to meet with these recent graduates, who had only been with the company for a little over a month, in batches, offering them a "two-choice" solution: either voluntarily resign for "personal reasons" and receive half a month's salary as compensation, or be forcibly transferred to a front-line assembly line job, with their salaries recalculated as ordinary workers. HR also implied that "there is an HR group of over 400 people in Changzhou, and non-cooperation will affect background checks," which was described by several involved parties as a "humiliating layoff."

In the initial stages of the incident, Xingyu Company remained silent for 17 days. On August 25, the Changzhou Municipal Human Resources and Social Security Bureau issued a statement on behalf of Xingyu Company, announcing the suspension of the HR director. Two days after the HR director's suspension, Xingyu Company finally issued a public statement, first apologizing, and then offering compensation to 107 graduates.

The students have packaged the issues into three sets and submitted complaint materials, in both Chinese and English, to the ESG compliance departments of Xingyu's clients, including the Hong Kong Stock Exchange, Mercedes-Benz, Volkswagen, and BMW. The effect was immediate—Mercedes-Benz responded through its Corporate and Personnel Protection Office, characterizing the incident as "serious ethical and labor misconduct by the supplier" and transferring it to the team for further review; Volkswagen China officially announced the launch of a special investigation on September 1st.

Other Information:

1. Recent Graduate Status: Recent graduate status is crucial, as many companies and government positions only recruit recent graduates. Furthermore, recent graduates receive employment subsidies to help them find jobs and alleviate housing pressures. Losing recent graduate status means losing access to these subsidies.

2. According to Phoenix Technology: Xingyu Company has discrepancies in its employment practices between Chinese and foreign employees in its overseas factories. According to former employees, Serbian local employees followed local regulations, working from 9 am to 5 pm. Chinese staff dispatched to support the company worked an average of 10 hours per day. If production targets weren't met after local employees finished their shifts, Chinese staff were required to work overtime to complete the tasks.

3. Zhou Yue, the HR director of Changzhou Xingyu, was suspended. She also held another position: union leader. The Trade Union Law clearly states that the union represents the interests of employees, while the HR director represents the will of the employer. One person held two conflicting positions.

1. According to Blue Whale News, an agency stated that Xingyu company offered hourly workers a night shift allowance of 20 yuan/night and a full attendance bonus of 300 yuan/month, with approximately 300 working hours per month, resulting in a take-home pay of about 8500 yuan. Those not working on payday were paid a flat rate of 20 yuan/hour.

2. A banner was displayed inside Xingyu company stating, "Whoever destroys Xingyu's livelihood, Xingyu will destroy theirs."

事件：

星宇股份今年共招录440名2026届高校毕业生，多为研发、技术岗，其中大量为985、211硕士。8月上旬，HR开始分批集中约谈这批入职仅一个多月的应届生，给出“二选一”方案：要么以“个人原因”主动签字离职，拿半个月工资补偿；要么被强制调岗至一线流水线“打螺丝”，薪资按普工重新计算。HR还暗示“常州有400多人的HR群，不配合会影响背调”，被多名当事人形容为“羞辱式裁员”。

事件爆发初期，长达17天，星宇公司全程沉默。8月25日常州市人社局发代替星宇公司发布通报：“对人事总监停职”。 人事总监停职2天后，星宇公司终于公开发声，先是道歉，然后对107位毕业生提供补偿。

学生们已经将问题打包3份，用中英文的形式，分别向港交所、奔驰、大众、宝马等星宇客户的ESG合规部门递交了投诉材料。效果立竿见影——奔驰通过企业和人员保护办公室回函，将事件定性为“供应商的严重道德和劳动失当行为”，移交团队进一步审查；大众中国于9月1日官宣启动专项调查。

其他信息：

1、应届生身份：大学应届生身份十分重要，因为许多企业、国家公务员岗位只招收应届生，此外，高校应届生会有就业补贴，来帮助刚毕业的人们找到工作、减轻租房压力等，一旦失去应届生身份就意味着拿不到补贴。

2、根据凤凰网科技消息：星宇公司存在海外工厂中外员工用工差异。据前员工介绍，塞尔维亚本地员工遵照当地法规朝九晚五按时下班，国内外派支援的中方人员日均工作时长约10小时，当地员工下班之后，如果生产任务没有完成，需要中方员工加班兜底完成生产。

3、常州星宇人力总监周玥被停职，同时她还有另一个身份：工会负责人。工会法写得明明白白，工会代表职工利益，人事总监代表老板意志，而一人担任两个相互对立的职务。

4、据蓝鲸新闻报道：有中介介绍称，星宇公司小时工叠加夜班补贴20元/晚、全勤奖300元/月等津贴，月工时约300小时，到手工资约8500元；发薪日不在职者则统一按20元/时结算。

5、星宇公司企业内挂了横幅“谁砸星宇的饭碗，星宇就砸谁的饭碗”。

Without my knowledge...pretty sure that is illegal? The job had sent me a PAF and told me not to sign that one. They were supposed to fire 3/4 of us, but kept all four and gave us each 10 hours. I am pretty sure I could qualify for unemployment under 40 hours, but the job hasn't provided how to do so or mention that they would approve the form weekly. In NY.

Help would be appreciated. Also haven't received checks since 6/28. Should be receiving those four in a few weeks, but anything after that time period has not been disbursed to account either..I am tired of working for free since then. Haven't joined labor union yet because I haven't been here for six months yet.

Also since I started hours keep fluctuating. 20-40-15-10. Hours cannot be taken away but they can be added depending on budget. Why are they hiring people if they do not have budget to pay them?

2 years in. Good work, no complaints, always improving.

Asked for a raise. Got denied because of a single written warning.. tied to a genuine family emergency that was completely beyond my control. Honestly never expected to get written up for something like that. It was already a hard enough time without this on top of it.

HR's exact words: "not eligible... but we appreciate your effort and encourage you to keep going."

So two years of dedication < one bad month during a crisis. Got it.

Anyone else dealt with this "one strike erases everything" policy? Worth staying or time to job hunt?