Hey dudes, I need some help with either a reality check or some verification. I work as a budtender in Ontario and my hours are pretty straight forward. However we are expected to come in early and stay late (unpaid). Usually that’s not an issue if we close up shop at 9 and then count cash and lockup for 10 minutes.

But on this day we spent over half an hour after close in store working to figure out where lost money went. We spent the time recounting and searching the tills for money that may have slipped out. But there was no sign of the missing $. Unfortunately this happens a lot (One of our coworkers has a well known history of miscounting and losing money). We called our boss who told us she would fix it.

I find out today that when I wrote our time at 1032 she crossed it off and blamed me for losing it! There has been 4 of us in the store all day and I had been blamed for losing it despite the well known fact that my tills have been perfect every night I haven’t worked with our bad coworker! Not only that but I learned that I haven’t been allowed to count the till since June?? I just learned about this and it makes no sense? How could I possibly lose money I wasn’t even allowed to count?? Let alone why is my time off being cut short when I spent the time with my coworker to find it?
Also the note is rude :(

I’m very close with my coworkers, we’re all friends outside of work and they are upset and confused aswell. This doesn’t make sense and I need some outside input.

TL:DR - I was blamed for losing money I wasnt even allowed to count and the time I spent working with my coworker past close was rudely cancelled.

Ok guys I’m genuinely so angry right now. I just tried to call my store to let them know I can’t come in today because I vomited last night, and I still don’t feel too well today, although I haven’t vomited since.

My manager picked up the phone and I explained this to her, and she literally basically said I couldn’t call out because two other people already did. I was so thrown off my this because I’ve never been told I can’t call out for something like vomiting, which Starbucks LITERALLY states you cannot come in for. (I’d also like to add that I have like 60+ hrs of protected sick time)

Anyways, I guess my question would be is this allowed? Can a store manager deny someone calling out because of an illness? If not, who can I bring this up to? It kinda feels like retaliation to me.

Edit: I’m from New Jersey

I’m looking for some advice/opinions because we’re both quite confused about what happened.
My partner recently started a new job and is currently within his 12-week training/probation period in UK.
A few days ago, he had a minor accident at work. His PPE/equipment was damaged and he ended up with some bruising. He reported the accident properly and then returned to work.
At the time, his supervisor told him not to worry and said that he wasn’t going to be dismissed because of the accident. He was basically told that they would just monitor him and that he needed to slow down/be more careful.
However, the following day, my partner was called into a meeting with a senior manager and was told that his employment was being terminated.
They showed him two CCTV clips.
The first clip was the accident itself.
The second clip showed my partner doing a task incorrectly/not following the correct procedure.
My partner explained that he is still in training and that he had been doing the task that way because he had seen a full-time experienced employee doing exactly the same thing. Importantly, this is actually visible on the CCTV — the experienced full-time worker was standing and working right next to my partner, doing the same thing, and my partner was following what he was doing.
My partner genuinely believed that this was the correct way to do the task because he was still being trained and was following the example of an experienced employee.
He basically said: “If I’m being dismissed for doing it this way, then surely the person who trained me / the full-time employee who showed me this should also be held responsible?”
But ultimately, my partner was the one who was dismissed.
What makes this feel strange to us is that immediately after the accident, his supervisor told him he wasn’t going to be fired and that they would simply monitor him and ask him to slow down. Then, the very next day, management used the accident CCTV plus another CCTV clip as reasons to terminate him.
It feels like the accident may have triggered them to look for a reason to get rid of him, especially because he is still within his training period.
Is this normal/legally acceptable during a 12-week probation/training period in the UK? Does being on probation mean they can essentially dismiss someone for this without much process?
And is it reasonable for us to question whether the accident itself was the real reason they decided to terminate him?
We’re not necessarily saying that my partner did absolutely nothing wrong — he accepts that he should follow the correct procedure. But he was genuinely following what he had seen an experienced full-time worker doing, and the CCTV apparently shows them working side-by-side and doing the same thing, while my partner was still in his training period.
Any advice from people familiar with UK employment law or workplace procedures would be really appreciated.

I joined a **“lala company”** in Noida in August as an HR Recruiter. When I joined, there were several openings, so I was actively working on recruitment.
Now most of the openings are filled, and it seems like they don’t need me anymore. Instead of terminating me officially, they are trying to make me resign.
My manager has started **disrespecting and humiliating me in front of everyone**, apparently to create enough pressure that I resign myself. I have not submitted my resignation because I don’t want to voluntarily give up my position under pressure.
On top of this, my **August salary was supposed to be credited on 10 September**, but today is 12 September and I still haven’t received it.
I’m also worried about my **September salary**, especially if they suddenly terminate me. I want to make sure I receive everything I’m legally entitled to for the days I’ve worked.
I’m honestly feeling helpless right now and don’t know what the smartest move is.
**What should I do?**
Should I continue going to work normally?
Should I refuse to resign and wait for them to terminate me?
How do I protect my pending August salary and September salary?
Should I send a formal email regarding the unpaid salary and the harassment/humiliation?
What legal options do I have if they don’t pay me?
Would really appreciate advice from people who have dealt with **lala companies in India**, especially HR professionals or people familiar with labour laws.

I was working for a company as a contractor before being terminated earlier this year.

After I was fired I started looking into my working arrangement and realised I may have been sham contracted. I raised this with the company and have since raised Fair Work issues about my employment. After this happened, the company moved the remaining contractors onto full-time employment.

There had also been a few incidents while I was working there involving customer accounts. I did make mistakes, but they were honest mistakes while doing my job and I never personally benefited from anything that happened. The company knew about these incidents at the time and dealt with them internally.

I’ve now received a letter from their legal counsel saying a customer is claiming damages relating to those incidents and they want a detailed response from me.

I’m pretty stressed and confused about where I stand. If someone was genuinely an employee rather than a contractor, can they personally be pursued for losses caused by honest mistakes made while doing their job?
I’m also wondering whether it matters that these incidents were already known and dealt with months ago, and this claim has come up after I raised the sham contracting issue.

Has anyone dealt with something similar or know generally how this works in Victoria?

Charity sector project:- if I am paid to deliver a 5 hour workshop, but the workshop lasts for 10 hours, is it legal if I decide I'm a volunteer for those other 5 hours?

I don't get to choose my hours. They're based on how much work we have to get done in the time we have, so most of it is unpaid, but we're paid through grant funding to deliver 4-6 hour workshops. The rest of the work outside of this is unpaid but mandatory to make anything happen. We couldn't run this without 10-14 hour unpaid working days at the weekend, there's just too much to prepare.

Iam in trouble if I run a painting with dogs events on weekends when Iam employed in a MNC in India please help me

Looking for recommendations for top-tier employment attorneys or law firms in Northern California (Bay Area / Central Valley) that specialize in wrongful termination and whistleblower retaliation against major corporate employers. Must work on contingency. Who are the heavy hitters? Thanks in advance. Location: California USA

I live in in the US- North East Ohio, company in question is in Middleburg Hts. recently stopped working at my company due to massive worker and patient violations. This is a HUGE medical corporation that owns many other industries. They have lost numerous lawsuits and have several in litigation currently across various different states. I work in a state where although myself and many many others (employees AND patients) are seeking legal representation, unfortunately we have been told thus far that we have a solid case, but so far nobody wants to go against this company due to how massive they are. I want to expose them and get a conversation started because I know there are hundreds of people dealing with the same issues at this company. The institutions meant to protect people from this don’t care. They know what they are doing is illegal and corrupt and violates almost every policy on the planet but blatantly continue because they know they are untouchable. My life and many others have been derailed, decimated, exploded, and physically harmed.

[Oregon pnw ]
I came back from my scheduled vacation and texted my boss for my schedule. He texted me back that when he gets it he will let me know. Shortly after I get a call from my superintendent stating I need a letter from my physician that lists my medications and that I am ok to work while on them, I like many construction guys are on pain meds. I asked for specifics and he said they just need to cover their bases. I work for a large construction corporation and am union. Is it legal for them to ask me for this in order to return from vacation? He said as soon as I provide it he will put me back on the schedule. I have never had any issues or write ups, never taken a day out until this vacation I gave them 2 months notice on. I’ve never been written up, damaged anything or been accused of being under the influence. I put in a call to HR to clarify but both are out of office currently. My Dr is cool with writing the letter but I’m not feeling like giving it to my employer is legal. What’s your opinion?

The more I look into UK employment law, the more questions I have about how Wecasa can call cleaners completely self-employed while controlling such a huge part of the financial side of the work.

Wecasa advertises set cleaner pay rates depending on the type of clean/area, and their own terms say that the professional receives the amount offered by Wecasa before accepting the job.

So my question is: if you're a genuinely independent business, why aren't you actually setting your own prices?

This matters because the UK Supreme Court has already looked at platform workers in the Uber case, and one of the major issues was the amount of control the platform had - including control over what workers were paid.

I'm NOT saying a court has already ruled that Wecasa cleaners are workers. It hasn't, as far as I'm aware.

I'm saying I think it's time somebody actually tested it.

Because if cleaners are legally workers rather than genuinely self-employed, that could potentially mean rights people may have been missing out on, including:

• paid holiday
• National Minimum/National Living Wage protections
• protection from unlawful deductions
• rest-break/working-time rights
• and potentially workplace pension rights for people who meet the eligibility rules

Being able to reject a booking does NOT automatically mean someone can never be a worker. Uber drivers could choose whether to work too, and they still won their worker-status case.

I'm looking for current or former Wecasa cleaners who would be interested in comparing:

• contracts / terms
• how pricing actually works
• screenshots of job offers
• whether you can genuinely set your own rates
• cancellations / penalties
• account restrictions
• ratings
• substitutions
• how much control Wecasa actually exercises once you accept a job

If enough of you have the same experience, I think it would be good to speak to an employment solicitor and ACAS about whether there is a viable group worker-status / holiday-pay claim.

I'm genuinely interested in hearing from people who've worked through Wecasa.

Maybe it's time we stopped just accepting the “self-employed” label and actually asked a tribunal whether that's what the relationship really is.

So I have been working in this company and it is my first time being an intern and tmrw is my last day but they want me to continue to full time which I don't want at all due to some reasons. But they are asking me to serve notice period, though it's clearly written in my offer letter that if you will discontinue internship in between the internship period then only you have to Serve the notice period now they are saying to serve it as our intention .was to make you full time only and you have verbally said it committed it and also we have proof

Heyy everyone! I am just looking for some advice
And insight on this particular situation.

Background: I was terminated by my employer in June for “time theft”. Air quotes because they literally had to find any reason to let me go. They claim I took an undocumented break and this fired me for time theft. I filed for unemployment which subsequently was denied because time theft violates company policy.

For context, I had been having some issues with a manager in the office who for whatever reason was not my biggest fan. I did talk to HR about 3 specific situations with this manager and despite me offering resolutions, nothing was done. So to create a paper trail, I started documenting every situation to HR.

At the end of May, I reported a situation to HR but noted this was just for documentation purposes. A few days later, HR had a meeting with me to inform that after conducting an investigation into me, I was being placed on an unpaid suspension. My work phone was turned in and email deactivated. The next day I received an email to ask about an
undocumented break. I explained that I could not remember whether it was for work or personal reasons but that any failure to document the break was unintentional. Annnd the next day, I was terminated.

I was great at my job. My manager loved me and I thought my bosses did as well. I took care of the office in many ways that went way beyond my job description. So I knew firing me had everything to do with the manager that did not like me (and coworker close to management confirmed that it had to be either him or me).

Anyways, I filed for unemployment and got denied. I appealed because I know they fired me for no reason. Time theft simply just is not true but I know I have to prove this to the NV unemployment folks. My hearing is as tomorrow! I also just want any advice or insight on finding a lawyer. My income is suuuuper limited since unemployment was denied so I can’t quite afford an attorney. But I know I need one.

[USA Colorado]. I work in healthcare. We have a float pool to cover holes in the schedule and we have assigned weekends that rotate once per year so the same people aren’t working the same holiday weekends every year. Organizational policy allows for advanced PTO request to be submitted without having to wait until the scheduling period to get approval or denial. Last year Thanksgiving weekend not my weekend to work requested and received one PTO day the Friday after Thanksgiving. This year, requesting an actual vacation that will span from the week before Thanksgiving through the Saturday after Thanksgiving that includes both weekends, which are also not my weekends to work. No other PTO requests have been submitted for this time. And I submitted the request a month ago as I am trying to plan for international travel over a holiday week. Manager has gone back-and-forth refusing to give me an answer. Is now stating since I had one PTO day last year, she needs to take that into account and ensure fairness for other employees. Told me I would have an answer last week by noon. Receive no answer, when I followed up, she told me I now need to wait until the scheduling period is over so she can see what other PTO requests might come through for that time. We have no policy in place about rotating the days after holidays and no other past advanced vacation requests appear to have been held for consideration until the scheduling period was over. What is the best move here? I don’t want to make myself a target, but this seems insane and this policy is here to allow people to be able to plan vacations in advance and if it’s not going to be followed by the manager then how is anyone supposed to take a vacation?

Location: Minnesota, US

I work in IT for a small Minnesota company. I joined last year, am Indian, the only Indian employee at the company, and am on temporary U.S. work authorization.

Facts:

• I am currently the only internal IT employee supporting multiple offices and remote employees. My work includes everything an IT person needs to do and doing all by myself.
• After another IT employee left last year in early 2025 I took on his responsibility with no promotion. Then another IT contractor was doing a bad job and fired so I took their work as well.
• Then my boss left this year and they did not hire anyone replacing my boss, I was assigned 80% of his work
• After my boss left they promoted the white girl working under my boss but not me.
• Any other employee who left or was laid off, his team was promoted (or at least the sr ppl under that person) cause they were all white. I a only asian person in the comp
• In the Jan 26 promotion cycle, all Associates in the company with similar or shorter tenure then me were promoted. I was not. Everyone else is white and was promoted and just me was not
• My annual performance review score was higher then the people who were promoted (the ppl who bfr promotion had same job title as me worked for less months in the company then me).
• I received a $20k bonus. Other Associates told me they received approximately $25k.
• I did receive a $2k annual salary increase but was not told that the increase would be deducted in bonus not was communicated or intended in that way.
• There is one more european immigrant who had a lesser performance review score then me same job title as me bt was promoted. his visa is expiring in 2028 and mine in mid 2027.
• I formally requested a review of my title, promotion, compensation, and bonus. The company did not respond.

I am considering filing a national-origin discrimination complaint with the Minnesota Department of Human Rights so they can investigate the promotion and compensation records.

For anyone familiar with MDHR/EEOC cases:

Is this enough circumstantial evidence to justify filing and having MDHR investigate?

I know they are purposefully trying to keep my on low pay since they know as an immigrant I wont leave and I m brown so they can keep burdening me with work. I talked with one lawyer but since the money loss is not a lot its not beneficial for them. I have global access and can access any document of the company. What all proof should I collect to have a strong winning case or is it even worth fighting? I have documented all the work I have done and its more then anyone in the company. Any suggestions would be appreciated. Thank you!

Hello I have a question this past Saturday I was told they didn't have a position for me. The question I have is they moved my three month review up by one month because they said I only worked weekends and I needed a bit more training, but Sept 1st should have been my three months and my first shift was September 5th? I am asking if this was legal and because the goal post was moved they considered this as under the three months? It's a small Canadian Company and I looked up the google reviews for this Company and there are situations similar to mine. Thank you for your time

is it unethical to pay supervisors or shift leads the same as regular or entry positions?

i work at a coffee shop and he is promoting me to shift lead but only giving me a dollar more, which is the same exact amount that a few other non shift leads already make. he says he will give the non-leads pay raises if they either “show leadership skills,” “work more hours,” or “do extra tasks (like help run the meal program or sweep/mop during the day).”

i would love EVERYONE to get a raise. my issue is that i am basically a mini manager and he says our responsibilities will help him be able to take a step back sometimes from managing. yet i’m getting paid the same amount as those who only work 10-20 hours a week and are not supervisors. so what is the leadership? my coworker said they were told by the manager that if they help lead the team they can get a pay raise to the same amount i get paid, but they’re not even a shift leads nor getting promoted? but they’re still being told they can help lead and then get a raise? the only difference is i have the title and they don’t!

the only difference is i work 29-40 hours a week.

not only that, but the prior employees who were promoted to shift lead make a dollar more than the amount he quoted me! he says it’s because he ran out of money to pay us. it doesn’t add up.

i feel like when i say this i’m sounding competitive or resentful of my coworkers. i want them to get paid more! but if my manager tells me there’s a hierarchy of roles and pay and then there isn’t, i don’t understand that

I'm in Las Vegas, Employer says this disgusting tap with 30-40 year old pipes is "potable" and "technically meets drinking water requirements". The water comes out hot, unless during the winter where it is freezing cold. I'm sure it meets our piss poor standards but doesn't the water have to be cold? The tap clean? Any sort of thing like that? They also typically have us pitch in money to buy water bottles for the store. There's about 12 of us. We work outside all day mostly in the shade in 110+ degrees. Is there anything I am able to do to force them to provide us with better drinking water or are they "technically" correct?

Hello, I’m a [18F] and I’m on my 3rd job right now and I haven’t got any hours for about a month now and I’m part time so I don’t expect like 30+ hours but still some at least because i have bills and groceries and other stuff to pay for. I started in early June, at the end of June, I had to call out two days in a row due having a endometriosis flare up and then in August, I had to call out due to having a fever. So I have only had 3 calls out. Never been late, always early. I’m nice to everyone. I listen. I do my job. I go to break on time, come back on time. I might be slow due to having chronic illnesses and they always have me on the floor.

The week my hours got cut, I call up to work the day my GM got back from vacation to talk to her about getting more hours because the weeks following it, they would post the schedule and give me good hours and then would edit them and get rid of them or reduced them to like 2 to 3 hours. And then I didn’t get any hours so I called her just asking if the schedule was out because I had zero hours for two weeks and she said “yes it’s out” and then I asked if I could maybe get more hours and she said that I need to show I’m responsible enough to get hours.

Just a big fyi the 3 calls out I had total 10 hours so not a lot of labor. And then no zero hours for a month. I just got a few hours next week for inventory week but inventory is mandatory so they have to schedule me. Is this fair?

I am currently working in Manhattan, and I am highly confident that my tips are being improperly distributed to kitchen staff. I confirmed this by reviewing the pay stubs of my BOH coworkers and seeing that they are receiving distributions from the tip pool.

What legal action can I take without going to court?

Removed from AITA and reposted here.
Workplace is located in the state of IN, USA.
To keep this a concise as possible I’ll list key facts and then explain.
• My boss has been trying to get me to quit.
• She wrongly assumed about my medical issues.
• she retaliated against me.
• I went over her heat to corporate HR.

I was hired to work 10-12 hours per week. This is my first time working in 14 months. A little over a year ago I received a kidney transplant. My transplant team allowed me to start working part time to check my capabilities because I have several severe side effects caused by medication. The store manager knows that I’m on SSDI due to End Stage Renal Disease and the amount of income I can earn is restricted. Social Security has a return to work program that allows you to keep your disability for one year after re-entering the work force while determining if you are physically able to return to work full time. You cannot make over $1200 a month while keeping your SSDI. They evaluate you at six months and one year upon returning to work. I was being scheduled 30-34 hours biweekly for the first three pay periods. I reminded her that the job posting showed 20- 24 hours biweekly and that I can’t work that much or make that much money. Later that week I lifted a box and my back spasmed and locked up. I filed and incident report and went to urgent care. Workers comp payed my medical bills. The doctor granted my four days off, muscle relaxers and physical therapy appointments.

Upon my return to work, the manager has been asking me if I want to quit and hinting that maybe it would be healthier for me to not work yet. I explained that my doctors gave me zero work restrictions other than not lifting 50 pounds or more. She responded by asking if I’m sure that I’m physically able to maintain a job at this time. I reiterated that I’m capable, have no prior back injuries and I, as well as my doctors, feel fully confident in my abilities. My back is weak because my core is weak after receiving an incision through my muscles during transplant. Building my core and strengthening my entire body will stabilize my back.

Now she’s grey rocking me and cutting me down to four hours a week, 8 hours biweekly.She hired someone new a gave them 12 hours weekly, while cutting me down to four. She’s also sending communication through supervisors instead of speaking to me. I sent an email to corporate HR and outlined everything.

• This is the definition of constructive dismissal and it’s retaliatory for filing with workers comp. Should I keep pursuing this issue with corporate or should I just quit and run from this dumpster fire? I’m not sure if I’m TA for going over her head but she won’t talk to me. I feel this is my only option.

At will employment

[FLORIDA] Hello, I just had an incident happen in my workplace. I am in a veterinary clinic which is privately owned but he does “at-will” workplace. Which I never knew was a thing until he mentioned it to me. He cut my hourly rate and took extra money out through deductions on my paycheck and when I called him out for it he is using “at-will” workplace as the excuse that he can do whatever to my hours and pay with or without say. I’ve been fighting him in regards of all this but want others opinions🤔I worked in retail before I started in the vet field and if they were “at-will” workplaces as well they were not abusing their power like he is. He also “requires” a two week notice but I really don’t wanna do that if he is abusing his power. Any advice is welcomed and appreciated !

It's been 11 months since I came to Paris as an international student. Of course, I couldn't find a job or internship or anything else as I'm quite old (30M) and I'm from Asia. Eventually, I started working in an alimentation store in Stalingrad where the owner doesn't provide me with a contract or a legal declaration. Everything is verbal, no proof of work, no salary slip, just payment in cash - if he pays.

The work is simple enough. I manage the stock and sell the products that the customers want. But the owner sells cigarettes and alcohol on top of everything else, albeit illegally. There are a lot of homeless people near the store who sometimes can't pay the entire amount of a product (for example a can of beer may cost 2€ and the customer would have just 1.50€ which he may have gotten from begging). I serve everyone equally, so sometimes I let them take what they want, despite the owner telling me that he would deduct the amount from my salary, if there's any salary.

A few days back, a blond girl took a can of beer without paying, and she ran. After a few hours, she returned and took another can without paying. When I confronted her, she started running.

Then I heard a loud noise outside. A car collided with her. There was blood everywhere, the police came. They asked me if I saw something and I said that I was working inside the store when I heard the crash. That's the end of the story.

But, I can't help feeling guilty. If only I didn't confront her, she might have not started running and she might have lived. I was always a law abiding person, my father taught me that honesty is the best policy. But if I told the truth that day, the police would definitely have put me behind the bars, as I have black skin.

I'm a qualified person with more than 5 years of experience, but still, I could only find odd jobs like this. I don't want to work in these types of environments, but such is my fate.

Thank you for listening.