r/LaborLaw

Hi all,

My ex-employer is harassing me thru gangstalking. They've already ruined my name and destroyed all my relations thru smear campaigns while working there. Initially they subjected me to lot of harassment in the form of organized bullying and also sexual harassment from co-workers. I did some research on this, and I found out that, one of the reasons could be character assassination by an individual or a former employer, whom they blindly trust. And they do these things to evaluate the character of the target employee. Even if this is true, its absolutely illegal to conduct such covert operations. I was continuously fighting throughout my tenure and even got fired for raising my voice against the harassment. Now, after kicking me out, I started revealing their true colors to all those whom I come in touch with. Due to this, they are harassing me thru noise harassment at night post 12 AM thru fireworks, loud noise from bikes and other vehicles deliberately. Anyone who has experienced this? What is the remedy.

I am a primary care physician working in a practice where my pay is based on productivity. I recently provided my employer with advance notice of my resignation as I have purchased a new practice. I was only required to give 60 days notice, but gave double that because I thought it would be helpful for the employer to be able to make arrangements for my departure (hiring new doctor, etc). However, today I was notified that I have been placed on “paid administrative leave” for the next 60 days. According to the notice, all restrictive covenants would be in place during this period. My understanding is that the upside to garden leave is that you get paid, but with my compensation structure, if I don’t work, I don’t get paid (with the exception of reimbursements for services previously rendered).

Can they do this? I can’t find anything about how this applies to non-salaried employees. There’s nothing in my employment contract that covers this— just restrictive covenants. For 60 days, they’re preventing me from working, while not paying me anything other than what I’m already owed. Trying to decide if I should just go ahead and quit, which in that case, I would not receive any reimbursements for past services effective immediately. Any insight appreciated!

Georgia, USA

TN is an at will state. I voluntarily left my job April 29th. Due to ignorant and disrespectful new ownership. No notice. I was deactivated within 30 seconds of then receiving my notice due to them being upset as I ran multiple stores of theirs. That means my payroll is deactivated, so they had to cut me a paper check. They chose to mail it. For some reason it was retuned. I am on day 21 of not having my check since leaving. I have asked them to cancel and leave a new check at a location where I can pick it up and they have refused and placed the responsibility of finding my check on me. Not having my check in a timely manner has put me at risk of losing my vehicle. I also have a screenshot of where prior to leaving I had put in for a time adjustment request as I showed up earlier than scheduled for a deep cleaning task. They denied the request. How do I proceed? Thank you for any information!

I work for a medium to large size software Company in California. My job is entirely software related. I am classified as exempt. However, I am being paid less than California Software Workers specific minimum pay rate for exemption.

Is it possible that even though I have 1000% meet the definition of a software employee they are using some workaround? How would i find this out?

What do y’all think is the best way for me to start approaching this topic with my manager? Or with HR? My manager and I have a very buddy buddy relationship, but I’m well aware that my manager is not my friend. Just looking for advice or other people who’ve navigated the same situation.

I have a 0 hour contract at Jumbo. I told my boss that I want to quit, and asked what are the next steps. He told me that I have to complete 3 weeks still and that we will fill out together a resignation form tomorrow.

My contract says this: "Both the employer and the employee can terminate the employment contract at any time in the interim if they comply with the applicable rules and legal notice period."

I tried to look for the legal rules, which stated that it is only 4 days, unless it is specified in the CAO of supermarkets, but I could't find any specification so I think the 4 days is applicable.

Tomorrow I want to tell them that based on this, I'm not going to come to work anymore (I also have a new job), but I want to do it only if I have the legal base for this.

Edit: If it changes anything, I already have my schedule till the first week of June

Thanks in advance

Hello, I'm a remote worker in California, my company is based in Colorado. I've been working here for about 6 months and have been receiving a lot of on call shifts. They tell us specifically not to clock into our shifts for these and tell us to log our tasks in a document and email it to management.

I recently requested a few days off in early July for a friends wedding. My boss approved the request but stated I may not have enough PTO to cover all three days by July. I asked if any of my on call shifts apply PTO. She said no, but overtime does (which it technically is). If I do not have enough PTO, I get docked on "points" towards my attendance.

Alarm bells are going off in my head. Can anyone weigh in if this is legal? What are the laws around "on call" shifts.

Thanks for your assistance!!

A contract worker came to us through a staffing agency. The position they applied was posted for $16 an hour (NYS upstate minimum wage), but in actuality, he’s being paid $15 an hour. We want to hire them as our own employees and pay them $20 an hour, but the staffing agency has a contract buyout, and that figure is cost-prohibitive. Currently, we pay the agency $22, so it’s a lose-lose for everyone.

Given the discrepancy between the advertised rate of pay and the actual pay, and the fact that it is below the minimum wage, do I have grounds to void the staffing agency agreement? Does the 1099 status disqualify them from certain labor protections?

I plan to have an attorney draft a letter if this is actually a violation of labor law. Just trying to gauge if the circumstances are illegal and worth pursuing with an attorney. Thanks.

Hey everyone, my sister got her first job. She gets no meal breaks (Georgia has no law requiring) and don’t really offer a 15. She says she has to ask for it but when they accept they require you to clock out. As far as I’m aware short breaks are required by federal law to be paid right?

I got hired at pizza pizza and the employer told me that training isn’t paid as I won’t be working just watching how the work is done. It’ll be 3 shifts and I have to be there about 4-5 hours. I’m pretty sure it’s illegal in Ontario but I really need to job what do I do?

So long story short I work for a corporation in FIFO and 3 weeks ago I was asked to stay an extra week, the only other person on swing with me was brand new to fifo and never worked in the industry in Australia before, my direct manager/supervisor asked me to work extra hours as minimum as possible because the new person was told that she would get a ‘buddy’ to train her through her first swing.

We agreed that for the first 2 and last 2 days of my extra swing I would do 2am-6am and 9am-9pm, sorta like a split shift.

On the last day specifically I had to work because a delivery came at 3.30am, site water got shut off at 4.30am and while I tried to call all my managers none were in contact as none were onsite and due to the early hours were asleep.

My logged hours were changed on the signing system we use to say I didn’t work the last 3 days at all and I have been spending the last couple of weeks chasing it up.

This morning I woke up to an email from my managers manager saying that I have breached the ‘fatigue policy’ and asked for proof that my direct manager specifically approved those days and hours, however this was a verbal conversation and not much is stopping anyone from making this a he said/ she said scenario.

Because of this I’m pretty sure I will get a written warning and at the very best case they won’t pay me for the extra hours but will pay me for the extra days that have proof of being asked to do.

The pay is split between the swing so the first half of the overtime has already been paid but the last 3 days fall on the next pay period (last weeks).

However my question is 1. Can they fire me for this? 2. If I take it to fair work can I get my overtime paid? 3. If they fire me, can it be contested against through fair work?

Maybe I shouldn’t have asked for the extra overtime but it’s what they asked of me and the situation had no other option because it’s not fair they keep scheduling new employees telling them they will be with someone all swing to be trained and then putting them on sites which doesn’t even have a manager onsite, let alone someone on the same shift as them. At the very least I want the 3 days they specifically asked me to work.

I would ask hr but as I recently found out the same people that schedule people and do payroll are also hr (which in my opinion is a red flag for a corporation and is making me rethink my employment) and this puts me in an uncomfortable situation as obviously they don’t want to get in trouble for 1. The rostering of new people with no manager 2. Putting me in a situation where overtime is unavoidable 3. Changing my hours that I have worked and logged.

Hello I work for a call center I know sometimes the big bosses call in and pretend to be clients to see what we know yesterday on one of my calls I got called a modern nigga. I'm not sure if it was an actual client or the boss because every call that came in after was so awkward like they heard it too Can I sue the company for deceptive practices and emotional damage cause now I don't know if each call is real or fake and it's causing emotional damage on if they genuinely feel this way about me.

Hi, I am a part time hourly employee at an escape room company. Every week they put out an employee newsletter employees are required to read and respond to with a confirmation that they read it. My manager is asking me if I can do the confirmation tonight outside of my work hours. Is this something I would have to be compensated for? Can my work make me read and confirm things related to operations on my own unpaid time?

I work as a Field Sales Manager in an itinerant/field-based role (visiting multiple retail stores daily) in California. I’d appreciate feedback on whether I have a solid case under Labor Code §2802 before escalating.

• Company procedures require me to clock in from home (paid Travel time) before driving to the first store, perform paid admin/pre-departure tasks at home, and clock out only after returning home.
• They automatically deduct 35 miles per day as a “commute” and only reimburse the remaining miles at $0.585 per mile.
• I’ve tracked everything: ~12,800+ reimbursed miles and ~$7,488 paid so far (August 2023 – present).
• Using IRS standard rates (65.5¢ in 2023 up to 72.5¢ in 2026) + full reimbursement for the deducted home-to-first/last legs, my calculated shortfall is around $10,150 principal + ~$2,850 interest = ~$13,000 total.

I’ve made multiple good-faith attempts to resolve this internally since October 2025 with detailed emails to my manager and HR explaining the home-as-worksite issue and policy conflicts. They responded that their rate is “reasonable” and complies with §2802, but did not address the improper deductions.

I also signed a Mutual Arbitration Agreement that covers employment claims.

My main questions are as follows:

1. Does this sound like a viable §2802 claim? Especially the home-as-designated-worksite + improper commute deduction angle.
2. Is the arbitration agreement likely to block or significantly delay a DLSE wage claim?
3. Any other advice before sending a formal demand letter and/or filing with DLSE?

I have detailed spreadsheets, all correspondence, company policies (including operational guides and handbook excerpts), and expense reports. I’m trying to handle this professionally.

Thanks in advance for any experienced insight!

first job koto pero ang naging work ko all around bulacan area lang siya kaya daw ang starting is 600 daw to 650 kaya pumayag ako tapos binabayaran din nila ang housing ko pero wala kaming holiday, holiday pay saka benefits, walang sss philheath saka pagibig sabi nila pang big company lang daw yun tapos after one year daw puede na kami mabigyan ng sss pero hati daw, most ng employees doon ay nasa 350-500 lang sweldo 3 years na sila ayaw kasi sakanila nung employer nila kasi tamad daw kaya walang increase diko lang sure if tama ba yun? tapos kapag may ayaw siya gagawan niya ng paraan para magka violation para maalis. tapos nung nag hingi kami ng pay slip sakanila binigyan kami pero ang rate ay 695 tapos may deduction pa naka lagay e hindi naman yun totoo kaya wala nadib kami

So I got laid off from TCS in July 2025.

The HR ladies for horrible in fixing paystub errors for months before my layoff. They kept putting my parent’s CA address (when working remotely in their place) as my work address (after relocating to Indianapolis for an Indianapolis based client).

Since my stubs had CA tax state my unemployment claim from Indiana was severely delayed by 8 months (I’m finally getting it).

Well oh well, I lost $1000 in credit card debt interest (with this excessive delay).

They also act like I ‘never’ moved to Indianapolis when I recently demanded them to change my stubs before filing taxes (had to spend double the filing amount through HR Block instead of Turbo Tax).

Oh yes the HR Block happened twice.

They also laid me off from the bench at the time of mass layoff with NO WARN NOTICE (can they owe two months or $13k of backpay and benefits).

I want to take legal action but I don’t know how to and many friend (including friends in the legal field with no conflict of interest) warned against it (saying that you could lose more money in the process, which I have none of).

Has anyone ever been through similar situations with TCS?

I don’t think I’m alone.

What did you do about it?

Edit: I’m expected by my company to take the vehicle home every day. I’m specifically asking whether I should be considered on the clock if the company is requesting me to take a vehicle home that is being monitored under threat of termination. It is possible that the company might allow me to park the vehicle at the shop. That is a road I can explore later if needed.

Edit2: Didn’t realize this sub was full of boot lickers. No, I’m not buying my own commercial vehicle so my company doesn’t have to pay me to operate theirs. No, my boss shouldn’t fire me for giving pushback about getting paid to operate a company owned commercial vehicle. A vehicle isn’t a perk if it’s a requirement to do the job. I’m not entitled for expecting to be paid to operate a commercial vehicle. Weird that a labor law subreddit is so anti labor. I appreciate the people who gave input without being ridiculous, even if it’s not the answer I wanted to hear.

I’m an hourly worker in Illinois. I’m in a service role with mandatory oncall, so I have a company vehicle that I take home with me every day. I was just informed that company will be installing GPS and front facing cameras to be used for “investigating employee misconduct” as well as insurance and legal uses.

I’m currently not paid for my drive time between home and first/last jobs of the day. I’m arguing that if my location and actions are being recorded, are subject to investigation, and that investigation could lead to termination, then I’m actively acting as an employee and should be compensated for that drive time. Are there any relevant labor laws to back this up?

Per California's Department of Industrial Relations website, I know all hours worked over 8 hours in a day and over 40 hours in a week are paid at time and a half. My question is if someone has a 40 hour schedule for the week but picks up 4 extra hours of overtime at the beginning of the week, do they then also get paid overtime for the last 4 hours of their last shift of the week because it will also trigger the "more than 40 hours" rule? Essentially for the week they would end up with 36 hours of regular pay and 8 hours of overtime. It seems like double dipping to me, but I couldn't find it stated anywhere that the "more than 40 hours" rule excludes previously paid overtime. Any advice with the relevant legal source would be greatly appreciated!