r/LaborLaw

My manager wants me to look at a program for assistants for life things that our job offers but I haven’t had time to look into it it’s been a week and she said that I have days to show proof I looked into it or else I’m getting suspended for a week but other people have already told her the program does nothing can she legally do that? South Carolina btw

location: NY

So, I was hired on as a “lead bartender” at a brewery in upstate NY. The initial agreement was that I would start at 18/hr + tips and when I was fully involved with the FOH that would be raised to 22/hr + tips.

I never received my second paycheck, and when I checked the app (7shifts) that they use for scheduling/payment purposes, I realized that the apps “estimated wages” function was light, showing that I was making $134.82 for 12.6 hours. Turns out- they had lowered my base pay from 18 to 10.70/hr after the first pay period without telling me.

I’ve since quit, obviously, because absolutely not, but do I have any legal standing as far as being paid what I’m owed?

hi guys! i have been working for a UHNW family for 12 years. zero benefits ( no paid holidays, no guaranteed hours, no christmas bonus, no health insurance even tho i am a w2 employee for his company. i do family assistant work for the parents we well.

they did give me a entry level car that is 8 years old . the car isn’t in my name - they paid for the insurance . currently i pay 500$ per month for a parking spot . they let me drive the car to and from work ( 25 miles 1 way). so i’m responsible to pay for the parking in my building. my monthly transportation cost for parking and gas is like 600$ a
month. get this- —- the car needs new tires and the air conditioning broke. the dad wants ME pay 50% of the maintenance for the car. they could fire me tomorrow and i’d have paid a bunch of money into their car? they worth many many many millions of dollars but want me to pay for their car maintenance? what should i do? i already pay 600$ month towards transportation i cant afford to pay more

Location: Orange County California

I worked for an Amazon DSP in California for only two orientation days at $22.50/hour before being terminated without ever working a delivery route.

Despite the wages themselves being relatively small, the case seems to involve multiple Labor Code issues.

Facts:

• I was never timely paid my final wages, and the 30-day waiting time penalty has allegedly fully accrued.
• The company initially told me my final check was available for pickup.
• After I requested it be mailed, I confirmed my correct address by text, including my apartment number.
• The paycheck was still issued with the wrong address.
• HR later texted me offering to pay me through Cash App or Zelle instead of payroll, saying things like:
  • "I can send it to you they cash app."
  • "This way I make sure you get your money quicker."
  • "let me make you a offer"
• HR later confirmed sending $324.56 through Cash App.
• I never received what I believe was a compliant final wage statement, and I never received a properly delivered final paycheck through normal payroll.
• My paycheck also included what appears to be an improper $4 phone deduction.
• I completed mandatory sexual harassment training on my own time without compensation.
• During orientation there was no punch-in or timekeeping system at all, despite me attending required orientation. That makes me question whether my hours were ever properly recorded, and whether the company complied with California's timekeeping requirements.
• The HR text messages also include language such as "let me make you an offer," which, combined with the Cash App proposal, makes me wonder whether they knew there were payroll compliance problems and were trying to resolve them informally.

I have preserved all of the text messages documenting these conversations.

I am represented by a well-known California plaintiff-side employment firm that focuses almost exclusively on representing employees in wage-and-hour litigation and has recovered well over $100 million for workers. After reviewing my case, they associated another respected California litigation firm as co-counsel while keeping my contingency agreement exactly the same, meaning the firms will split their fee rather than increasing mine. A demand has been sent and/or a lawsuit has already been filed, and the employer has not yet appeared through counsel.

My attorneys have indicated they're pursuing the case aggressively, and I'm particularly curious about the potential impact of discovery and PAGA pressure. If discovery reveals that orientation hours weren't properly recorded, payroll wasn't handled correctly, wage statements were deficient, or these practices affected other employees, does that typically create significantly more settlement leverage against an Amazon DSP?

I'm not interested in pursuing a class action if it comes at the expense of my individual recovery. My priority is maximizing my individual settlement.

Questions:

1. Based on these facts, what would you consider a realistic settlement range?
2. How significant are the HR texts acknowledging the wage issue and offering Cash App/Zelle instead of normal payroll?
3. Does the apparent lack of timekeeping during orientation have the potential to become a bigger issue once discovery begins?
4. If PAGA claims are in play, how much additional settlement pressure does that typically create for an Amazon DSP?
5. If you were evaluating this case as plaintiff's counsel, would you view it as a routine final paycheck case, or one with meaningful upside once discovery starts?

I was approved in Minnesota for Bonding leave. Which was to pay me over 1k a week for the next 34 weeks. My manager told me for each positive review I left for the company he would give me a small item for free. (Restaurant) The only way to leave a review is by making a purchase. They are saying I scanned 7 (customer receipts) into a loyalty program in my name. Reason for the firing. No points were redeemed or used. The store lost 0 product and 0 dollars. The customers lost 0 dollars. This is not cited in the employee handbook. I was never told this wasn’t allowed, I have been there for 4 years and have never been written up. Is this bullshit, will I lose almost 40k over app points that have no monetary value? I literally gained $0 from this. Full intention to obtain a lawyer and sue.

Im not sure what to do. Surprised the manager even hired me but it was completely shady to begin with. I only took it up because I was in a desperate position. I didnt even make it to my first paycheck, I quit in 3 weeks because it was a miserable experience.

Im not sure how to go about this. The manager keeps stalling my paycheck and wont cooperate with me. Wont respond back to my messages, everytime she gives me a day to come collect it, she has an excuse ready.
Im so confused. I dont know what to do pls help me

Can i file a complain against her to Dunkin’s management? But i literally got paid in cash?

Hey all — hoping someone here has been through something similar.

I’m trying to find a good employment lawyer in Colorado, preferably Denver‑based, who really knows their stuff when it comes to overtime violations, misclassification, weird timekeeping practices, and retaliation. I’m not trying to blast my employer publicly, but let’s just say the situation has gotten… messy.

Long story short: a bunch of employees have been working way over 40 hours a week, sometimes 12+ hour days, but the way time is tracked doesn’t actually reflect the hours we work. Think: billable time gets counted, but other hours somehow disappears. Some entries get “adjusted,” some get deleted, and a lot of the work we do isn’t recorded at all. And when people started asking questions about overtime or pay, the vibe changed fast: suddenly there’s weird scrutiny, shifting expectations, and pressure to stop talking about it.

I know Colorado has strong wage theft laws and protections around retaliation, but I want someone who actually knows how to navigate Denver’s wage theft ordinance, Colorado overtime rules, and wage‑and‑hour investigations.

If anyone has recommendations for Colorado employment lawyers, Denver wage‑and‑hour attorneys, or just someone who’s actually good at fighting this kind of thing, I’d appreciate it.

Hey everyone, I need a quick reality check before I drop a heavy email on corporate this Monday.
I am an hourly employee in **Ohio**, working a standard **40-hour week**, which means these missing minutes should actually be hitting my paycheck as **overtime**.

I work the night shift at a high-security facility. Because of our strict site protocols, I legally cannot leave my desk until my morning relief physically arrives to take over. If I walk out early, it’s considered post abandonment.

For weeks now, the morning crew has been pulling a brilliant little hustle. They use our mobile payroll app to clock in at the facility's outer security gate right on time. But then? They drag their feet, grab coffee, and take 10 to 15 minutes to actually walk into the room and relieve me. Because I'm trapped at the desk waiting for them, I log out late every single morning.

Here is the corporate scam: Our company's payroll software automatically "rounds" my clock-out time back to my scheduled end time. It literally deletes those extra 10 to 15 minutes of overtime from my paycheck every morning. Over the last month, it adds up to hours of mandatory, unpaid work.

When I brought the literal data logs to my supervisor, he gave me a lazy shrug and said, "It’s automatic, the system just does that."

The part that absolutely burns me? Every single morning, he stands by the door smiling and handing out enthusiastic fist bumps to the day shift as they stroll in late. He is actively sacrificing my paycheck and my night-shift exhaustion just to be the "cool boss" and keep the morning crew happy.

**My question is:** Under Ohio and federal FLSA laws, how do I address this when it’s a double violation? The app's rounding software is systematically shaving my mandatory overtime, but it's only happening because my supervisor is actively allowing the first shift to commit timecard fraud by logging in at the outer gate and walking in 10 minutes late.

So, I work at a gas station in NC where we are not supposed to take tips, something I've always found highly immoral but my opinion is not the law. I did some general digging and it basically said that if a tip is given to me and they won't take it back/have left before I could refuse, it's technically mine. It also said my manager is not allowed to pocket it or require me to put it in my register. I'd like to know how accurate that actually is? Thanks!!!

Im not sure what to do. Surprised the manager even hired me but it was completely shady to begin with. I only took it up because I was in a desperate position. I didnt even make it to my first paycheck, I quit in 3 weeks because it was a miserable experience.

Im not sure how to go about this. The manager keeps stalling my paycheck and wont cooperate with me. Wont respond back to my messages, everytime she gives me a day to come collect it, she has an excuse ready.
Im so confused. I dont know what to do pls help me

Can i file a complain against her to Dunkin’s management? But i literally got paid in cash?

I’ve been working as a manager at a restaurant chain in the area and when I got promoted I was told i’d be working for 14 an hour. A few weeks in I noticed my check probably wasn’t as heavy as it should be even after hitting several hours of OT and discovered I’m still at the base rate for starting crew members. Obviously I thought this was an error but when i brought it up to higher management they explained there was no pay increase at least not now, in a better world I would have just left but I need to pay my bills so I’ve gritted my teeth and continued on another month still a decent ways off from 14 an hour doing tasks way above the average workers. I still work there because job hunting sucks but if anyone has any insight or advice id very much appreciate it.

So, I work at a gas station in where we are not supposed to take tips, something I've always found highly immoral but my opinion is not the laws. I did some general digging and it basically said that if a tip is given to me and they won't take it back/have left before I could refuse, it's technically mine. It also said my manager is not allowed to pocket it or require me to put it in my register. I'd like to know how accurate that actually is, lawyer friends help me. Thanks!!!

Location: North Carolina

In Oregon with predictive scheduling, can an employer legally send hourly employees home early to avoid paying them overtime?

Hace 3 meses empecé a trabajar en una agencia de publicidad, cerca de mi universidad, pero lejos de mi casa. Hasta ahora, no he firmado contrato. El acuerdo inicial era trabajar medio tiempo, de 8 a.m a 12 p.m pero, como mi casa me queda lejos, nadie puede pasar por mí a las 12 p.m, el transporte público no llega hasta mi casa y mi mamá solo puede pasar a recogerme a las 4 p.m para irme a dejar a la universidad, entonces me era más conveniente quedarme hasta las 4 p.m en la agencia. También quería hacerlo para aprender un poco más acerca de los procesos. Mi jefe estaba bien con eso.

A partir de la 3era semana, él me dijo que empezara a registrar las horas que me estaba quedando (de 12 p.m a 4 p.m) como horas extra para que me las pagaran. Ese día olvidé registrarlas. El día siguiente también. Y pues luego me dio pena empezar a registrarlas porque ya habían pasado días desde que me dijeron, así que simplemente no las registré. También me daba vergüenza porque no estaba haciendo horas extra porque me obligaran, si no porque yo no me podía ir antes, aunque mi jefe no tenía problema con eso.

Todos estos 3 meses he estado así, en un horario "medio tiempo" de 8 a.m a 4 p.m, sin registrar las horas extra. Soy consciente que he estado trabajando de gratis la mitad de mi horario laboral, pero como ha pasado tiempo, me da vergüenza comentárselo a mi jefe. Las finanzas las lleva otra administradora, quien solo visita la oficina como 2 veces al mes. Mi jefe no está al tanto de las finanzas, entonces creo que no sabe que no me están pagando las horas extra, y la administradora tampoco sabe que las estoy trabajando.

Hoy se lo comenté a unas amigas en plan chiste, pero ellas me hicieron dimensionarlo. He perdido la misma cantidad de lo que he ganado estos últimos 3 meses solo por no registrar esas horas. Mis amigas hasta se rieron porque les conté que las veces en las que debo irme poco antes de las 4 p.m, pido permiso a mi jefe, cuando no debería porque "estoy a medio tiempo".

Pero sigo en este conflicto; la empresa no me obliga a hacer horas extra, entonces por lo mismo me da algo de pena registrarlas, porque soy yo el que prácticamente decide hacerlas. Mis amigas me dijeron que debo hablar con mi jefe acerca del tema, pero me da vergüenza causarle un problema por esto o que sea incómodo.

Qué debería hacer?