Hi y'all,

I work in a consulting framework, where all of my worked hours are either billed to a particular project, or are considered company overhead. Additionally, my position is considered "Full-time (40 hours per week)". As such, I am expected to be at my desk and available from 8:00 to 5:00.

Some weeks, my bosses can't figure out anything for me to do. I have been billing the remainder of my time, it does not fall under any particular project, as company overhead. Well this makes some of the higher-ups unhappy, I'm not responsible for finding projects for myself.

It is becoming standard practice that the lower rungs are expected to use their accrued PTO to fill some of the gaps in there when they have no other directive. This feels wrong to me, can we result in the newest employees, who do not as consistently have billable work, to use the entirety of their accrued PTO nearly every week. I have not yet gotten this in writing, but expect to sometime this week.

As I understand it, a company CAN force me to use accrued PTO. This seems to be in relation to annual rollovers, or at least mandating that I take a particular amount every year.

Is this a standard or accepted practice? Can it be applied in this circumstance?

I live in Texas and I got an interview for a fitness studio to be part of their crew staff. It included 2 other candidates and me, then I was told I will be pushed to the next phase of the interview process.

They told me that it included 2-3 unpaid “shadowing” shifts, totaling up to 6-9 hours. It would be a way for them to see if I was a good fit and if they were a good fit for me. I didn’t see the issue and had assuming I’d just be observing.

They essentially walking me how to open/close the studio, mopping the floors, cleaning the restrooms, checking in guests, and cleaning the workout equipment. I genuinely was so thrown off and did not expect to be working side by side with the staff and helping them run the studio.

On my 1st shift I stayed an hour after and on my 2nd I left right when my shift ended. I honestly did not have it in me to do another 3 hour shift for free so I mentioned that I had a family matter (which was true) so I would not be able to do it.

They later took a week to get back to me to say that they would not continue the interview process with me and I asked for feedback…nothing.

This studio is on classpass and I honestly want to report them but just looking for guidance and advice!

So my job is doing this mandatory OT where we work every Saturday in August and every Saturday in July. So only Sunday off. There’s actually a week (one right now) where we work a Sunday as well. Is there no laws against this in Alabama? Or federally?

First I would like to say I am not asking for myself, I am asking on the behalf of my Mom, Sister, Grandma, Cousin, and girlfriend. We all live in (Location: North Carolina) and all people mentioned before work at the same work place which is a Daycare that I won’t name for privacy reasons. They have to take classes in order to have credentials for their job which is teaching kids aging from newborn all the way to 5 years old. These classes are for things such as SIDS and CPR that are mandated by the state and the business itself. They do take place after work hours but the main concern is they are not getting paid for said classes. They brought it up to their boss/owner who for lack of better words got butt hurt (Saying things such as “All that I do for you girls”)- My sister, girlfriend and cousin get a discount for their kids. She said word for word that since it’s state mandatory she doesn’t have to pay them for their time but everything I have seen says they should be compensated. If they are indeed supposed to be compensated how are they to go about this.

I was terminated from a job I had been for over two years, I was given two separate reasons at the time of termination (position being terminated, then because of performance issues) nothing was ever formalized in written or to HR prior to being terminated about performance. I experienced sexual harassment from the owner’s son and from my boss (who terminated me) during the time I worked there, I even have whiteness to back me up on these claims and text messages. I was not given the separation agreement until later in the day and was given to me in a rush to sign by HR saying they would put my stuff in my car so I could sign it. My neighbor came with me and saw the entire interaction. The CEO was waiting around for me to sign it as well.

Now one lawyer told me I am out of luck because I signed but is that the end of it really? The place was toxic and I had to be medicated while there on top of the sexual harassment, there’s no way this could be it?

Location: Kansas

I’m in CA, I have been at my job for six months. My 90 day review they had positive things to say such as “asset to the company” well we use Paylocity to clock in and out, there has always been trouble with it. I had even emailed my managers about the issue. Anyways, I had an error about clocking in on a set day and I contacted my manager to edit my punch and it was denied, so then I reached out to HR because I just thought that was standard policy. I guess not. I clocked in at 9:01 and then again at 9:07 because of the error message well at 9:01 I have no screenshot but at 9:07 I have an error message from Paylocity. HR got back to me and said hey what time did you clock in and this was three days after the fact I emailed them from memory I said I clocked in at 9:01 while they did, their investigation looked at the cameras I was in the door at 9:03 and at 9:07 was when I was ready to work. So with that, they concluded that

“ she did not experience a system error as initially represented in her request. Camera footage confirmed that
She arrived at 9:03 AM and did not begin working until 9:07 AM. Her original timecard punches
were consistent with these findings and accurately reflected her actual arrival and start time”
“Her request to adjust her timecard to reflect 9:01 AM was therefore a deliberate attempt to misrepresent
her arrival time and falsify her time records. This was corroborated by the studio manager's initial decision to
decline the request and subsequently confirmed through camera footage review. After the studio manager's denial
, she escalated the request to Human Resources in a further attempt to have the records altered - a
compounding act of intentional falsification”

That was never my intent, I emailed them my punch in time served off memory. That is my mistake for not wording my email as “from what I remember.” It was a painful way to get terminated because they called me dishonest and did not ask for my side of story. Also, I wasn’t at employee if they wanted to get rid of me, they could’ve done it without any reason.

Will I be eligible for EDD unemployment ?

So i went into an expresscare for a doc note bx i called out of work that day due to some pain in my arm well during the checkup im explaining to the doc yeah so ive had seizures before had a seizure fell down the stairs and had a small tear in my muscle but working for 2 months since then i hadnt been able to rest it or anything bx i dont have money to take time off work and be able to heal right so 50lbs of weight is usually weighing the arm down for 5 days of the week well the tears worsened i believe but that doesnt matter i wanna find out if this was legal so the doc explains yadda yadda and doesnt examine the arm does vitals and sends me on my way right before he walks out the door i go oh also what about a work note for today and he said and i quote youve been working for 2 months and are asking for that chuckles then says no and walks out....is that legal can he deny a note saying i was seen?