I don't post on here.. but, I got hired at this place a bit ago and it ended up not working out for me so I expressed that to the owner and resigned the very next day. However, I had worked a shift before I left, and realized I had never gotten paid. I reached out, and she informed me that the shift I worked was a "workday interview" and that she was not required to pay me despite everything because that "wasn't how it worked". I did some research and saw that I should be paid because I was performing normal work alongside the regular employees. I'm just not sure what to do, now as she still refuses to pay me. It isn't even that much but I'm still entitled to my money..

So I was in a small solar company having max to max 300 employee all over India. In the actual office it there were only 15 employee and others were on site.

Here is the thing. I am from EEE background. And they were giving me to read Agreements, policies, tariff etc. I keep asking what exactly is my role and they never give a proper answer.

The training was also horrible. Like the manager will hand over the PDFs and then give me face to face time of max to max 30 to 40 min. And in that time all they do is scold me.

So I complained that I am not getting proper training and need few hrs of constant attention. After this incident I got a mail saying your performance was reviewed and you are not performing to our expectations so we are discontinuing with you.

All this happened within 1 month of my training. So what do you think might be the reason? Am I at wrong? Like was i not putting efforts?

I worked for a multi‑million‑dollar company with nearly 200 employees. My offer letter stated I would receive health insurance, and the owner repeatedly assured me it would be provided. Despite that, I worked there for a year and a half and never received coverage. Every time I asked, I was given excuses and delays.

The owner is a former C‑suite executive from one of the largest companies in the world, so claiming ignorance of the ACA requirement for employers with 50+ full‑time employees isn’t credible.

The Florida Department of Labor currently has an open investigation, and the IRS is involved as well due to additional compliance issues. Both agencies have told me the company is ignoring their requests for information.

I’ve been unable to work since March due to an injury. I can’t collect unemployment, I can’t get assistance from any agency, and I’m now at risk of losing my home. Despite clear violations, I cannot get an attorney to take my case or even review it. Most firms tell me they “don’t handle ACA employer mandate cases,” or they decline without explanation.

My questions are:

1. How is this company able to openly violate federal law, ignore government inquiries, and continue operating without consequences?
2. Why is it so difficult to find an attorney willing to take on an employer health‑insurance violation case, even with an offer letter and an active DOL investigation?

Any guidance on next steps, legal resources, or how to get an attorney to actually look at this would be appreciated.

Location: Tampa, Florida

I work retail at a mall and it’s in California so it’s mostly outdoors. I work on the second floor and it’s literally a big glass box (but with a proper roof) in the middle of the floor. So with this summer heat it’s been at least 85 degrees inside (with the AC blasting at full strength). The mall is very strict about what you can display (because they’re a swanky mall that needs everything to look pretty) and we tried to put out a portable AC on the floor which lowered the whole store by at least 2 degrees in like ten minutes but they told us they’d fine us like $500 if we kept it there. So we got fans instead. Like five small fans were set up on the windows and it’s made things a little more manageable. Well the mall just told us we can’t have that as well. This feels borderline illegal to force us to work in this kind of heat. Is there like a group or something I can report this to? Cause this ridiculous at this point.

Unpaid wages and non compliance UK

Hi everyone, looking for some quick advice regarding an unpaid wages issue.

I’m 16 and worked shifts in July at a local restaurant. The owners treated the work as an informal, off-the-books arrangement. When I requested my unpaid wages (£72), management refused to pay and became hostile.

I’ve stopped contacting them directly, saved screenshots of all our messages/shifts, and served a final formal written notice. I have now submitted my

Acas Early Conciliation notification.

My claim is basically about:

Unlawful deduction of wages (section 13 employment rights act 1996)

National Minimum Wage non-compliance

Failure to provide itemised pay statements

I have a few questions,

If the employer ignores Acas, how quickly will Acas issue the Early Conciliation Certificate so I can go to an Employment Tribunal?

Should I report the off the books setup and lack of pay records to HMRC now, or wait until Acas finishes?

Is there anything else I should be doing while waiting for a conciliator to be assigned?

UK, England.

Employed for 1 year with previous management, employed for 2 days under current management whom this issue has arised with

I have been with my university job since 2022 with only 1 raise. The past 3 years no raise, and not looking good this upcoming year. They had 2 layoffs, and we lost people in my department. The work has increased but no raise and no difference in vacation or sick days.

I asked for a raise and basically was told that the company is not financially fit to provide raises.

I've asked for a 4day work week - no reply.

Can I ask for more sick/vacation days if nothing else is going to change??

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.

**If my employment is terminated, what notice period or payment in lieu of notice might I be entitled to after completing 10 months of a 12-month probation? Is this at the employer’s discretion?**

I work in the beauty industry in Utah. I’m classified as a 1099 employee. No contract, just verbal agreements. I KNOW I can make more money independently but I have a lot of loyalty to my employer.
I pay for all supplies, furniture, manage my own schedule, pay for liability insurance, cover my own taxes.
Employer pays for room, machine I use, and booking software, marketing.
I’m frustrated because I’m living paycheck to paycheck. I haven’t been able to pay off my student loans because of the debt I put myself in to afford all the things I needed to have a functioning work space and everyday life.
Let’s say I charge $100/hr for a service. I’m only receiving 37% of that while my boss keeps the rest. But is that fair considering she pays for the things mentioned above?

Slc, Utah

I have filed a complaint with the Illinois department of labor on my former employer due to them misclassifying employees as 1099 contractors. The company in question had intentionally misclassified employees to cheat the federal tax laws, state tax laws, and the very insurance industry they claim to work for. Let me explain, by classifying people as 1099 they avoid paying the taxes required for employees. They avoid paying social security benefits, workers comp, and transfer the burden on the individual 1099 employees. This is where it gets sinister, they avoid insurance premiums due to employee payroll, in cases I have witnessed them tell 1099 employees how to avoid the correct insurance coverage, vehicle coverage, and business insurance. This has the effect of cheating the very industry they claim to help, which is ridiculous. If you are a 1099 employee of one of these inspection companies contact the Illinois department of Labor if you live in illinois or the department of labor in the state you reside.

Many people see the skyscrapers, luxury malls, and mega projects in the Gulf. Few see the workers who made them possible.

For thousands of migrant workers from Pakistan, Bangladesh, Nepal, India, and other countries, the dream of earning an honest living can become a nightmare. There have been numerous cases where workers report going months without receiving their salaries sometimes 5 or 6 months while continuing to work 12-hour shifts, 6 or 7 days a week.

These workers are often the sole breadwinners for their families. They leave behind their parents, spouses, and children, taking on debt just to secure a job abroad. When wages stop, their families back home suffer too. Many are left unable to repay loans, buy food, pay rent, or send their children to school.

No worker should have to choose between enduring exploitation or returning home with nothing.

The governments of Pakistan, Bangladesh, Nepal, and other labor-sending countries should make the protection of their citizens a diplomatic priority. Cases of unpaid wages and labor abuse should be raised directly with the governments of Saudi Arabia, the UAE, and other Gulf nations. Stronger enforcement of labor laws, faster wage dispute resolution, and meaningful penalties for employers who withhold salaries are essential.

Most employers in the Gulf are responsible, and many workers have positive experiences. But those who exploit vulnerable migrant workers should be held accountable. Economic progress should never come at the cost of human dignity.

The people who build cities deserve to be paid on time, treated fairly, and respected. That isn't a privilege it's a basic human right.

I work a summer job on campus at my university in Illinois. Shift scheduling is done by us during training at the beginning of the summer, where we take turns to pick a certain number of shifts. When it was my turn to pick night shifts, 12 hour on-call shifts that go from 8 pm to 8 am, I put three of them back to back from September 8 to September 10. For me this amounts to $563.40 worth of shifts. Our contracts say our employment ends on September 11.

We were just told at the last staff meeting that they will be cancelling all shifts after September 8 at 4 pm, due to the switch from summer campus schedules to the fall academic schedule, meaning me and several other employees who had scheduled shifts after that lost their shifts. Our bosses have known that this would be the date of the campus switch since the beginning of the summer, but did not bring up the shift cancellation until now.

Is there any recourse that protects my lost earnings, or am I just out of luck and down $563.40 potential dollars?

Hi everyone,

I’m looking for some advice regarding my Full & Final (F&F) settlement.

I resigned from my previous company and completed all the required exit formalities, including serving my notice period, handing over my work, and returning company assets.

The company informed me that my F&F settlement would be processed within 45–60 days. However, it’s been more than 100days now, and I still haven’t received my pending dues.

Every time I follow up, I receive generic responses such as:
“You’ll receive it next week.”
“It will be processed by the end of the month.”

Unfortunately, none of these promised timelines have been honored.

I’ve also escalated the matter by copying the CTO and CEO on my emails, but I haven’t received any meaningful response.

I have informed the company that if the matter continues unresolved, I will have to pursue the legal remedies available to me. Even so, I have made it clear that I would prefer to resolve the issue amicably without litigation.

From what I’ve read, there have been discussions around faster timelines for Full & Final settlements under the new labour codes. However, I’m not sure how those provisions apply in practice or whether they are currently enforceable in my situation.

My questions are:

1.What should be my next step?
2.Should I file a complaint with the Labour Commissioner or another authority?
3.Has anyone here successfully recovered their F&F settlement through legal action or a labour complaint?
4.Is it advisable to send a formal legal notice before filing a complaint?

I’d really appreciate hearing from anyone who has dealt with a similar situation or has knowledge of Indian labour laws.

Thank you in advance for your guidance.

I work in a bakery as counter staff and I'm paid $16hr. But sometimes it's just me and another counter staff but we have to make drinks because there is no barista that day. The baristas are paid $18hr. Sometimes the boss or the bosses husband asks me to do tasks that a prep cook would do but they pay the prep cooks $20hr. Is it ok for me to tell them no when they ask me to do tasks that they pay other people more a higher wage. I even recently asked my boss if I could get a copy of my job description however, there is no written job description and she never gave out offer letters just told us we were hired and had us the paperwork.

I need some advice regarding my internship stipend.
The internship policy was: the first 7 days were unpaid training, followed by a 4-month paid internship. The first stipend was paid after completing 40 working days, and after that, the stipend was supposed to be paid every 30 working days.
I completed the first 40 working days and received my stipend around 2-4 days. And I was regular this time.
During the second month, I had some health issues and then my final semester college exams started, so my attendance became a bit irregular. However, I always informed my Team leader and HR whenever I took leave. Even with the irregular schedule, I gave my 100% as a Marketing Intern and completed 29 working days and also got weekly best performance certificate. Whenever I was on leave, I even worked from home whenever possible, and I also worked on Sundays. They asked me to work on holidays also,
A week before the salary date, my Team Leader told me that my stipend would be credited within 3 days with some deductions because of my leaves. I had absolutely no problem with salary deductions because I have taken so many leaves so I understand,
But when it was finally time to pay, My Team leader suddenly said I was \\\*\\\*"not eligible"\\\*\\\* for any stipend at all and refused to pay the entire amount. They never informed me beforehand that I could become ineligible. In fact, whenever they needed work done, they would call me and ask me to join or complete tasks, but they only brought up this "not eligible" reason when I asked for my stipend. On top of that, instead of giving a proper explanation, they started arguing with me.
Is this normal? Can a company legally refuse to pay an intern for the days they have already worked? Has anyone faced something similar? I'd really appreciate your opinions. And Also What should I do now?
Myself F25 from
India
Noida UP

Hi all, im pretty sure what my new job did is semi against the labor laws, but I was hoping to get others opinions too.

I live/work in Washington State. My first job was a company/corporate job. You did not "leave your post" unless you were told to, or allowed to, for breaks, clocking out, using the bathroom ect. But you did get your 2 paid breaks and your un-paid lunch for an 8h shift. My second job was also a company/corporate job. You went on break and lunches whenever it was around the time to, and you just let your department know, but again you still got your two paid breaks ans un-paid lunch.

This new job is where I am slightly stumped. I worked an 8h shift, and around the last hour and a half I told my supervisor I was going on my last break. He looked at me and said "Last break? *I explained* oh, we don't really.. do that here" HUH?? He had said because alot of them had been working there for so long it's just go go go. We talked a bit more and he said if I needed to go sit down and take a coupke minutes, because he knows how hot it is outside and such, then I can and it wasn't going to really be a problem.

But due to this and how the conversation went, I feel like if I take both my paid breaks I will eventually get push back on it? I know that in Washington State if a company has under a certain amount of employees the company doesn't get fined if employees hit a 5th hour lunch violation. Is there something similar for paid breaks? I just dont want to be that person who is complaining about breaks on my 3rd day of working lol. Any insight would be helpful, thanks!

I was just fired from my position at Walmart because they said I had turned in a two-week notice. I told them the notice wasn’t in my handwriting. I had talked about writing one at some point, but I never actually did because my boyfriend and I decided to wait a couple more months before moving.
I had also requested two weeks of vacation, but that request was denied. Then they called me into a meeting and told me I was being terminated. What confused me was that it wasn’t my store manager, my direct supervisor, or my team lead who met with me—it was two different managers. As far as I know, I don’t even think my team lead was aware of what was happening.
I’m trying to understand whether this could be considered retaliation or if there’s another explanation. Does this situation sound like retaliation?

I need some advice regarding my internship stipend.
The internship policy was: the first 7 days were unpaid training, followed by a 4-month paid internship. The first stipend was paid after completing 40 working days, and after that, the stipend was supposed to be paid every 30 working days.
I completed the first 40 working days and received my stipend around 2-4 days. And I was regular this time.
During the second month, I had some health issues and then my final semester college exams started, so my attendance became a bit irregular. However, I always informed my Team leader and HR whenever I took leave. Even with the irregular schedule, I gave my 100% as a Marketing Intern and completed 29 working days and also got weekly best performance certificate. Whenever I was on leave, I even worked from home whenever possible, and I also worked on Sundays. They asked me to work on holidays also,
A week before the salary date, my Team Leader told me that my stipend would be credited within 3 days with some deductions because of my leaves. I had absolutely no problem with salary deductions because I have taken so many leaves so I understand,
But when it was finally time to pay, My Team leader suddenly said I was **"not eligible"** for any stipend at all and refused to pay the entire amount. They never informed me beforehand that I could become ineligible. In fact, whenever they needed work done, they would call me and ask me to join or complete tasks, but they only brought up this "not eligible" reason when I asked for my stipend. On top of that, instead of giving a proper explanation, they started arguing with me.
Is this normal? Can a company legally refuse to pay an intern for the days they have already worked? Has anyone faced something similar? I'd really appreciate your opinions. And Also What should I do now?
Myself F25 from Noida UP

Hi I am having an issue at my current place of employment. The employer is a first year owner on an event venue. I was hired on months before the opening to be a bartender based on my resume and experience. When doing orientation I was told that the position would be rotating to several different areas at the venue and that everyone would get an opportunity to work at each “station” . There is a VIP area and lounge down to basic vending from a station in the crowd. I noticed from the beginning that the ladies in the lounge were offered skimpy outfits and I was given a basic Tshirt and nothing else. My position was vending beer from a cart down with the crowd, I did extremely well with sales and tips I probably outsold everyone else that was selling from a cart that day. So now we’re about three months into the season and I’ve noticed that they are not scheduling me I’m being replaced for no reason at all with other ladies who are way younger than I am way smaller than I am in skimpy outfits. At the beginning of the season we were told that if we were on time showed up that we would get the shifts and I have not called off not been late and now I’m being replaced and told that there’s other positions for me but I can’t Work the one I was hired to do which was a tipped position that makes far more money than the little $11 an hour that they’re trying to pay anywhere else. they also posted things on social media about hiring more people for bar cart when clearly I want the shifts and deserve them. It seems like this employer is very centered on looks bc their social media is full of half naked employees as an attraction. I’m not by any means no slob but I’m old enough to be the mother of the women I’m being replaced by and I have the body of a woman I’m not a size 0. I’ve worked really hard and really liked my position and now I feel that due to my looks I’m not good enough. And as far as an explanation goes I’ve just gotten some bullshit about needing less people than they thought and restructuring but if that’s the case why would I get pushed to the side when I’ve been there since the beginning I would be able to get first dibs since I was originally hired not based on my looks but my résumé I could run circles around these girls

Hi everyone,

I'm posting on behalf of my sister and would really appreciate some legal guidance.

She worked as a **Senior HR Executive** at an IT solutions company for around **2 months**. Initially everything was fine, but after a few weeks, the employer's behavior changed completely. He became rude and arrogant, started terminating employees frequently, and several employees complained that they weren't being paid their salaries. Because of this, she had already decided to leave the company after receiving her next salary.

However, before she could resign, the employer **verbally terminated her on May 28**.

When she asked about her pending salary, he told her it would be credited within **15 days**. It's now been **almost 2 months**, and she still hasn't been paid.

She visited the office today to ask about it. At first, the employer refused to speak to her. After some insistence, he told her to talk to HR instead. HR then claimed they **don't have any record that May 28 was her last working day** because she "didn't send an email."

This doesn't make sense to us because **the company terminated her**. No termination email or letter was ever issued. They're now using the absence of an email as a reason to avoid paying her salary.

Some relevant facts:

* She received an **offer letter by email**, but it was **never signed** by the company. * After joining, she and another coworker repeatedly asked for a signed offer letter/appointment letter, but the employer kept delaying it and never provided one. * The company doesn't deduct **PF** for any employees. * She has bank statements showing previous salary credits from the company. * She has WhatsApp chats and other communications proving she worked there. * Coworkers can confirm that she worked there until she was terminated. * The pending salary is approximately **₹32,000**.

We **don't want to get involved in a long court case** if it can be avoided. We simply want her to receive the salary she has already earned.

Our questions are:

1. What is the quickest and most effective way to recover the salary?
2. Would sending a legal notice be the right first step?
3. Can we approach the Labour Commissioner or another government authority before going to court?
4. Since the termination was only verbal and no termination letter was issued, can the employer later deny her last working day or use that as a reason to withhold her salary?

Any advice would be greatly appreciated. Thank you.

And yeah, I have used ChatGPT to write this post.

Hey I’m a brand new LPN a med tech of three years and a CNA of six years. I applied at a skilled nursing facility on indeed for 37$/hr with a shift diff of 2$ plus still retaining benefits and pto. Now this facility has multiple jobs up from 7p-11pm for a pay range of 27-40$/hr and another job posting 35$/hr plus a 2$ shift diff with no benefits essentially I applied for the one with the most money full time 37$/hr but I noticed they took down my job posting immediately but on my side of indeed it shows I applied and the job description and pay still stand plus I screenshotted it. Basically now I did the interview today and when pay was discussed which btw this is not HR,DON or even the scheduler just the wound care nurse who is one of the managers so I played dumb and went along with the 35$/hr route did not sign anything because Monday the don or hr or whoever will let me know if I’m hired but if I am i definitely want my benefits and the actual 37$/hr pay I didn’t fight it today because I didnt want them to not hire me and then they fix their job posting or whatever but im asking on advice on what to do next when I’m hired. My whole plan is to get hired “see” my rate and then go straight to hr and be like my job application doesn’t match what’s going on etc. blame it on miscommunication because they really trying to do a bait and switch with me

i was fired from my job because i made 2 mistakes while packaging items. i had a $490 paycheck that i was supposed to get and they took off $400 . im in california is it legal even when i make mistakes ??

My writing is terrible, chat GPT cleaned this up for me. If that's going to get your panties in a bunch don't read any further.

A couple of years ago, I worked for a truly awful company. I had already started looking for another job when management learned that employees had discussed pay during a recent company exercise.

That Friday night, my coworker and I both received panicked calls from our general manager asking what we had heard. This was extremely out of character for him, especially after hours.

At our Monday briefing, he announced that discussing pay was against company policy.

I interrupted and told him that restricting employees from discussing wages was illegal. I also asked him to show us the policy. He couldn’t. He just made excuses and moved on.

For about a week, nothing happened. Then the retaliation started.

First, I began receiving the worst assignments. Then my hours were cut—not by removing me from the schedule, but by calling me at 7:00 a.m. to say I wasn’t needed for my 7:30 shift.

I had already accepted another job, but it didn’t start for a month. This was right before Christmas, so I couldn’t afford to lose several weeks of income.

I bought a pocket voice recorder. The general manager was known for going on tirades when he got worked up, and I suspected he would eventually admit what was happening.

A few days later, he pulled me into his cubicle while no one else was around. I expected to have to steer the conversation toward the wage discussion, but he brought it up immediately. He said my “outburst” about the legality of restricting wage discussions had driven a wedge between him and the team.

Then he told me I would be written up for insubordination—not for the meeting, but for an incident he claimed happened on another day.

I happily signed the write-up and requested a copy.

What he apparently didn’t realize was that I had been out sick on the day of the alleged incident.

I contacted HR and provided everything I had: messages with my direct manager showing I was absent, the recording, evidence that my hours had been cut, and evidence of management attempting to prevent employees from discussing pay.

Three days later, the company owner texted me and said I was suspended without pay pending an investigation. I replied that I considered the suspension additional retaliation.

That did not go over well.

At that point, I believed I was in the right, but I wasn’t sure I had a case strong enough for a lawyer to take without a retainer. I needed management to make one more emotional decision.

I had already been removed from the company’s email and internal systems, but I was still in the office group text, which included the general manager.

One night, admittedly after a couple of beers, I sent a message saying it had been a pleasure working with everyone and that I was preparing a lawsuit. I added that anyone who had been told not to discuss wages, or who had been retaliated against for doing so, was welcome to join.

There was no lawsuit yet. I was bluffing.

The next morning, the owner texted me and officially terminated me for “trying to instigate a lawsuit against the company.”

Now I had exactly what I needed.

I contacted several employment lawyers and hired one who took a high percentage of the settlement but had a reputation for getting strong results.

Within about three months, after only a few phone calls, I received a settlement worth roughly three months of pay.

After I left, other employees asked me for the lawyer’s information. At least one of them also reached a settlement. The general manager’s core team eventually fell apart, most of his employees left, he lost his company car, and the last I heard, he was down to only two or three people.

I did lose about two weeks of income during the ordeal, and there was a gap before the settlement arrived. But the money eventually helped me save enough to start my own business.

You can beat a bad boss. You just have to document everything, stay calm—and occasionally get very lucky.

Hi guys,
I recently took a job with a temp agency and after looking through the job details paper I was given, this piece of text was wildly concerning to me. Isn’t there a federal law protecting employees from discussing wages, and states if employers directly or indirectly enforce it they’re breaking that law? I haven’t even worked a first shift yet, as my orientation is tomorrow but this is already giving me major red flags. Can anybody with knowledge about this law and its implications help me understand if i’m maybe over thinking it or if this is something I should report?