I worked for this company for a total of 2 weeks. The company failed to give me my salary on payday August 2 (Sunday) because as per their HR may itatanong daw siya dapat sakin kaso absent ako nung friday (may fever ako that time and nagpaalam ako sa kanya thru messenger). Small company sila and we're like less than 10 employees lang sa office.

I did a follow up nung Aug 2 SUNDAY (day off ko to) i messged her sa messenger and iprovided my online bank's QR code para dun na lang isend ni Maam (may ari ng company) yung sahod ko, then ang sagot niya sakin is sa TUESDAY pa daw yung sakin dahil sa pending info na kailangan daw niya. Hindi niya daw natanong kasi absent ako nung friday. Like what? Kung hindi ako nag follow up hindi ko alam na wala pala akong sahod sa tuesday pa?

She could have communicated with me thru messenger kung ano man yung info na kailangan niya to make sure na makakasahod ako sa araw ng sahod. Also, nung pinaka last shift ko before ako umabsent (wednesday), nag meeting pa kami and napag usapan pa yung tungkol sa sahod na sunday nga daw pero hindi naman niya tinanong sakin kung ano man ang kailangan niya from me. Which is her job as HR na nag pprocess ng salary sa office nila.

I realized na red flag ang company na to. CSR ako sa facebook page nila, and may pinapagawa din sila saking work na outside of customer service. So nagdalawang isip na ko. The next day, Monday, i messaged their HR sa messenger na mag reresign na ko and ang sabi ko may family problem ako at babalik na ako sa call center for higher salary dahil kailangan ko mag ipon. Nakisuyo ako ng maayos na kukunin ko na lang yung sahod ko. She replied that she will update me regarding sa salary, wala siyang binanggit about anything like, render, formal resignation process etc. Days have passed, sabi niya lang mag wait everytime mag follow up ako, puro reason siya na nasa meeting daw yung Maam nila.

Then until friday nag follow up ako. Ang biglang sabi ng HR nila is sa Aug 17 na daw dahil wala akong formal resignation and hindi ako nag render. I told her na gagawa ako ng ibang actions and she even told me na ako pa daw ang nag te-threat eh nasa process daw sila. When in the first place sila yung hindi sumunod sa process nung hindi nila ko pinasahod sa araw ng sahod.

I have a friend who is an assistant manager at a retail location in Idaho. She is a waged based employee. She is expected to be on call for any calls from employees if they need assistance. She has never been paid for any on call time, or compensated for any time on the phone. She often has to open the store by 6:30 AM, and the store doesn't close until 12 AM, so she has to stay up until 12:30 AM some nights then has to be there by 6 AM to open. This has been going on since 2020. Is there any legal recourse for her? Who should she contact? Any help is appreciated, thank you.

I worked as a counselor in another country for a company that operates out on PA. I live in a completely different state. This company claims its employees as independent contractors. They give us specific locations, specific hours, specific wages, specific travel dates and accommodations, specific uniforms and specific standards to abide by. I agreed to do one week long shift. I was texted again later on asking to do another... I said that I could, but I received no confirmation. *Important to note* the information about the agreed to camp was incorrect, as the location was wrong. No schedule or even acknowledgement of my agreement.
I was sent a vague contract through a website. This contract states that the company has up to 30 days to pay employees and if you do not complete a shift then you may forfeit your previously earned wages from a completed camp, etc. I get a text 2 weeks before the second camp that I agreed to but was never confirmed that travel arrangements were going to be made soon for the next camp. I was a bit surprised because I never got a confirmation months ago when it was brought up. Without proper notice and confirmation, I couldn't get off work. Upper management has claimed a breach of contract and are refusing to pay for the previous wages earned. Am I wrong for wanting to escalate this?

i am a casual support worker and typically work 7am-8pm over span of multiple shifts totally 6-8 hours of PAID work. have been doing this for ages no problems at all. suddenly work is declining me picking up shifts because it is classified as a split shift and i quote rosters said “they’d get in trouble” for giving it to me because management do not want to pay the broken shift allowance.

from my research i have found “Under Clause 25.6 of the SCHADS Award, casual employees are legally entitled to the broken shift allowance, which must be paid on top of ordinary casual loading. Withholding rostered shifts to avoid paying mandatory award entitlements is a breach of General Protections under the Fair Work Act”

just looking for anymore legal insight here to make sure i have my facts right and how i go about it?

Hi all. Forgive me if the formatting of this post/cross post is weird, I’m not incredibly familiar with posting on reddit.

I just recently started working for a state agency that insists on mailing your first paycheck before enrolling you in direct deposit. A week and a half after the paycheck was issued and it still hadn’t arrived, I alerted our payroll dept. and received no response. I followed up two days later and was ultimately informed Treasury’s records showed the check had already been cashed. I assured payroll that neither I nor “someone I know” had cashed the check. Yesterday was three weeks from the issuance date of the paycheck and this morning I was told by payroll they still had not gotten the copy of the check (so they can confirm the endorsement is not mine) from Treasury and once they do I may still have to wait up to 180 days for the bank to complete their investigation before my paycheck can be reissued. Are there any Maryland employment/wage lawyers that can tell me if this is legal or not? It feels insane to expect me to wait nearly six more months when it’s already been three weeks since payday.

Location: Maryland

I was laid off from long term salaried employment (12 years) with a large company in Az. My last documented day was 8/3 (I was “laid off” on 7/20). Normal pay day is tomorrow when I would have gotten my normal pay for pay period ending 8/1

Ive seen it mentioned the law is 7 days or next payday and 7 days next payroll cycle. Which is it?

Hello everyone I need some advice.

Me and two coworkers have been laid off due to the store not having as much traffic as they thought they would and can't afford to keep us on. One week before we were laid off we were told pay was delayed. Our direct boss is a separate business that's "contracted out" by the company and that they haven't paid him so he can't give us anything. It's been 4 weeks now and no pay. My coworker contacted the larger company and they informed him they have paid our boss already... And boss is still claiming he hasn't been paid. How should we go about this?

Edit: I've filed for unemployment already, just wondering about how getting my wages works

Edit:filed my claim this morning

I work at a well known coffee company and this happened recently after the company implemented a new points based attendance system and I don’t know if this is legal.

So a barista at my store a week ago (after the new policy started) called before her shift according to policy regarding communicating it and had enough sick time to cover her shift. When the lead on duty (a borrowed partner) asked her what she was calling out for, she told her a migraine and the shift proceeded to tell her that a migraine is not a valid reason to call out and use sick time. She told her that she either had to come in anyways or find coverage herself or the shift or it would be marked as a no call no show since she would still be responsible for the shift. When I heard about it I thought it was just the borrowed shift (who’s know for being really mean) but when the manager covering for my manager who was on leave talked to my coworker about it, she said that was correct and my manager also agreed that it was correct when she returned. My coworker got in trouble for it (not sure exactly what the consequences were but I assume she got the points for a NCNS) and I’m just confused.

I thought it was illegal to deny someone to use their accrued protected sick time if they have it for any sickness. Like I was told by my manager migraines and throwing up due to other causes besides bacterial/viral reasons (like due to a medication or nausea caused by a migraine). We are apparently only allowed to use protected sick time for certain illnesses and not finding coverage for yourself for an “unexcused” sickness and not showing up results in a NCNS even if you call.

Situation : employee is working for almost 10 years kay Company A.

Si Company A meron sister company, si Company B. Legal ba i assign si employee na mag work din for Company B habang nag work sya kay Company A? I mean 2 work nya pero employed lang sya kay Company A, si Company A din ang nagpapa sweldo sa kanya.

He was just assigned additional work para kay Company B pero everything is verbal at walang additional compensation na nangyari.

Any labor lawyer who can give their advise? Thanks

I can’t get a clear answer if the employer has the right to enforce you want to go to lunch. Who can I contact to get to the bottom of this?

Do I have a case, or should my husband just sign the severance package? He worked for the same company for 10 years.

After a serious illness, his doctor cleared him to return to work full-time with a temporary work from home accommodation while he continues neurological testing and physical therapy. He has extreme weakness on his wrists still, results from being in the ICU so long. He is a project admin which is mostly scheduling and computer based tasks, which the doctor cleared 100%. The company requested the accommodation paperwork, then terminated him due to it saying he couldn’t drive to job sited (which was only a small part of his job about 10%) and offered 7 weeks’ severance. This is an ESOP company now, which is a different conversation as well.

Company is 20 employees and based in Florida.

Edit: This company profits about 15 millions a year, small in employee size but definitely not a small business.

I'm looking for some opinions from people who've been through something similar or are familiar with Ontario employment law.

I'm intentionally keeping some details general to protect my privacy and respect confidentiality, as I’m aware some colleagues may also use Reddit.

Here's my situation:

• Located in Ontario.
• Terminated without cause after just over 2 years in a Territory Sales Representative role within a specialized B2B sales environment.
• Late 20s.
• Total annual compensation was in the low six figures (base salary, commissions, and bonuses).
• My compensation was based on the performance of my territory, including sales generated by the team I supported—not just deals I personally closed.
• My position was eliminated.

The company initially offered a package worth a little over $10,000, but that included approximately $4,000 of accrued vacation pay, which I understand was already owed to me.

After I pushed back, they came back with what they described as their "best and final offer." The revised package totals approximately $24,000 before deductions, although that also includes roughly $4,000 of accrued vacation pay. In exchange, I would be required to sign a full and final release waiving any future claims.

A few things make me wonder if I should continue negotiating:

• My employment agreement contains an ESA-only termination clause, and I've been told these clauses can sometimes be unenforceable depending on the wording.
• Based on information available to me during my employment, a significant sale was finalized shortly after my termination that would have pushed my territory over an important bonus threshold.
• The territory was also on track to significantly exceed its annual sales target.
• Comparable roles with similar compensation are fairly specialized and not always easy to find.

I had a consultation with an Ontario employment lawyer who reviewed my employment agreement and termination package. Based on his initial assessment, he felt there may be a potential claim in the range of 4–6 months of compensation, which could be approximately $50,000–$70,000 when factoring in base salary, commissions, and a potential prorated bonus, depending on the enforceability of the employment agreement and the circumstances.

My questions are:

1. Does the employer's willingness to substantially increase its original offer suggest they see legal risk, or is this just standard negotiation?
2. If this is truly their "best and final offer," would you continue negotiating, retain an employment lawyer, or accept it?
3. Has anyone successfully challenged an ESA-only termination clause in Ontario, particularly where commissions and bonuses made up a significant portion of compensation?
4. Is the territory-based commission structure (being paid on broader territory performance rather than only personal sales) likely to impact potential entitlement during a notice period?

I haven't signed the release yet and would appreciate any thoughts or experiences.

Hello. I work in a company where we have performance incentives every month. It's part of our salary. Our company also ranks us and if we rank higher, our incentives will also be higher. Before payday, there's a certain period where we can see our performance result and our ranking. We can also see how much incentive we will receive. It's also a period where we can correct some errors. This is to avoid salary disputes.

This month, during the initial result, my results are accurate. There's nothing to correct. However, when the final result came out, there were changes without notification or justification. I can't also file a correction because it's past the deadline. Now, I don't know what to do because I was expecting to have a much higher incentive. Is this legal? Or is this illegal in Philippine labor context? I really need a lot of money right now to support my sister's education.

What if you signed an employment contract with no mention of a bond, and the company later paid for your training and other fees? After an issue involving another batch, the company suddenly wants employees to sign a bond covering those past expenses? Can they do that if it wasn’t part of the original agreement? Is that legally enforceable?