r/WorkersRights

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

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

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?

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 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

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!

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.

My coworkers and I work in a big city in NY and work for a large company with multiple locations throughout it. Our clientele books rooms with us in advance, so there’s no walk-ins or anything like that. All other locations have some form of security, but not ours. After numerous incidents involving intoxicated strangers/unhoused people stumbling in, We have been requesting (and have been promised) security for over 2 years now. Nothing has changed, even when the last stranger to come in chased my GM (small woman) around a desk.

Yesterday, I was upstairs (we rent 2 floors of a building) and got a text from my two floor managers to come downstairs: A young man, unaffiliated with any our present clientele, had gone towards the restrooms and had a hammer in his hand. I checked out the men’s restroom, but he wasn’t there. That was when the building’s technician arrived (not security, but he’s good at being tough). He checked the men’s restroom as well, but then checked the women’s: There the man was, hammer in hand, waiting in a women’s stall. He was escorted out by us, and we called the cops and filed a police report.

Suffice to say, we are not happy with our bosses, who have been doing everything they can to not have anything in writing. They’ve sent over other people from other locations to try to get info out of me.

They also have a history of charging clients for security guards, and then just saying it’s me or another regular coworker. We are included in all of those receipts.

Idk if that’s helpful at all to our case. We are more concerned about how this has been a repeat issue, and we got super lucky this time around: If I was on break, if the tough technician wasn’t in the lobby, if my managers left to get help and left the man alone with our clients, etc etc.. I don’t consider myself to have ever been in any real danger, I’m also a big guy, but wow has this made me concerned for everyone here, especially the women in the workplace.
Is there anything we can, or rather SHOULD, be doing about this?? Despite us being a big company, we have no HR department, and there’s not really any worker’s union options for us either (that I’m aware of).

Hi I’m from flint mi but this question is about a business in mt. Morris mi So I recently just got fired from my job the said they took me off for a week but never told me why but I worked her for years so I know everybody so one of the other managers told me I’m under investigation for stealing money a couple days goes by my boss found the money but she didn’t want to tell me she found it so she ended up telling another manager about it and my friend told me so my boss ended just making up different excuses to fire me the hold time I was in the dark I’m thinking it was because I need to change my schedule because I was the primary closer and I told her I couldn’t closer anymore due to school but we done had multiple talks about my schooling and nothing was done also I had a car that was broke down there and it was fine whole time I was working there but soon as I get fired somebody busted the window my boss said she knew she called the police and everything but she didn’t she lied so when I came with my family the police was called we asked them can they go watch the cameras and all of a sudden the cameras doesn’t work

UK based.
A year ago I got a job offer, which I accepted.
A week later my new employer announced they had purchased my old company. All employees were given continual employment rights.

I raised a question with HR about my employment rights and they advised that as I was still an employee (working notice period) when the announcement was made, I had the same employee transfer benefits as those in my previous company.

I have recently looked at my contract and that is not the case. It states I have no previous employment benefits (length of service, sick pay etc)

My old contract was 1 month notice period and my new one is 3 months. I am looking to leave my current role, but not happy about the 3 month notice period.

Do you think my change of contract was actually legal?

Thanks.

My company was acquired by Private Equity and as they are known to do, they are making a lot of changes to find efficiencies both on the personnel front and shifting tools/vendor contracts.

Several colleagues have been laid off due to “restructure or role elimination” and this was not performance related.

Recently, a salesperson with 6-7 years of tenure was impacted and they did not offer her any severance…not 1 week!! I know for a fact at least one in protected class received severance though word is our co is shifting to a no severance policy.

Has anyone else heard of this happening? It is none of my business but I feel so badly for her and want to give her advice re how to negotiate this and push back as she has made meaningful contribution. Any ideas? It is making me lose respect for our leaders as how can they be so inhuman and not provide any sort of soft landing via notice or severance? The economy is not great in our industry for jobs and we are in the US though this is a global company.

I worked as a Direct Support Professional at an Enhanced Behavioral Support Home in California, working with clients with significant behavioral needs.

The situation started in December 2025 when I was physically attacked by a client. During the attack, I repeatedly called for help from the other employees working with me, but they did not immediately intervene. I was left trying to protect myself and manage the client until another employee eventually stepped in and physically restrained the client.

Afterward, I reported what happened and raised concerns about the lack of assistance I received during the attack. I wasn’t complaining simply because a client became aggressive—I understood aggression could happen in this line of work. My concern was that I was actively being attacked, calling for help, and staff were not adequately responding.

Management investigated the incident, and I disagreed with their findings in writing through my work email. I ultimately received corrective action related to the incident. To my knowledge, another employee involved in the same incident did not.
I continued working there until another major incident in July 2026.

I was preparing food for the clients and handling a hot pan when my manager went outside. A client followed her out of the house. Management classified this as an elopement and investigated me for failing to supervise the client.

I disagreed because I was actively performing my job duties inside and safely handling a hot pan when my manager opened the door and went outside. Nevertheless, I received corrective action.
On July 27, I was placed on paid suspension. After an investigation meeting on July 29, I was terminated on July 30.

During my termination meeting, management said I was being fired because I had accumulated **three corrective actions**, which they said was the maximum allowed.

I knew about an attendance corrective action and the elopement corrective action. However, I did not recognize the alleged third corrective action.

When I asked management to explain it, they gave me dates, but when I asked what actually happened on those dates, their explanation sounded like the same elopement incident they had already counted as a separate corrective action. I repeatedly asked for clarification but never received a clear explanation of what this third corrective action was actually for.

I requested copies of all three corrective actions and their supporting investigations. After my termination, I was locked out of my work email, which also contains emails where I disputed management’s findings and documented my concerns.

What concerns me is the overall sequence: I was attacked at work, reported that staff failed to adequately assist me, disputed management’s findings, and received corrective action. Months later, I received another corrective action following the elopement incident, and then I was terminated based on supposedly having exactly three corrective actions—even though management couldn’t clearly explain one of them when I asked.

I’ve retained an employment attorney, but I’m interested in outside opinions. **Does this sound like something worth seriously pursuing as retaliation/wrongful termination in California?**

[supprimé]

So our company has multiple locations in multiple states, in Michigan where I am the supervisor and service tech both quit, they did the shipping and receiving as it is HEAVY and big parts for agriculture and I did sales, admin, customs clearing ect.

When the supervisor put in his notice just weeks after the service tech left, the store manager for rhis location(lives in another state) promised not to leave me hanging and that he would send people over to help but that it was my responsibility to tell him if I needed help. I told him immediately in the same conversation that I would need help with shipping and receiving but I could maintain my duties just fine if I had that help. He said he couldn't create a job just for that and then proceeded to leave to Europe to go visit with our sister companies. No help arrived and it's been over a week and I have been expected to do everything on my own with no pay increase and no one even in the same state who would even know if I got hurt.

I am a 43 y/o F with a history of a spinal cord injury, i literally cannot move these items without hurting myself. I was told that I have a forklift so it should be no issue for anything to be moved and that I should bribe the guys who work next door at a different company to come help me move the things I need help with by offering them cookies.

Is there anything I can do? Or do I just have to suck it up till I find a new job?

I am based in the midwestern United States.

This is part question, part rant. Please let me know if I need to edit the flair.

I am a new Union member at my workplace. A coworker in the same union recently left, and we are now hiring to replace them.

After selecting our top candidates and calling to schedule interviews, HR has informed my manager that we MUST interview all current union members who applied for the position and offer it to one of them first, and they must decline the offer before we are even able to interview any external candidates (external including current employees in our department, who are not a part of the position’s specific union).

The opening was posted externally. 3 of our top 5 candidates are technically “external” and one is completely external to the company. Now HR has said they will call all three and tell them their scheduled interviews won’t be happening, unless an internal candidate declines the position. We also now have to interview an “internal” candidate whose application materials were lacking.

I am pro union, pro workers rights and felt so lucky to land this job, but it feels so icky and shady now. It is technically in the union contract, but I didn’t realize until now because I wasn’t planning to apply to any other positions. This seems counterintuitive to fostering a diverse workplace, and to selecting the candidate who is truly the best fit for the job.

Thoughts? Is this legal?

*edited for typos and more specific location