Excellent! Misclassification is huge, an onus for the EMPLOYER, and if that employer has been in business for 40+ years, they ought to know how to classify 1099 or W-2 very easily. They also should know how to set up a safe worksite, not 6 to 7 foot deep trenches with no shoring, no escape ladders, with dirt/sand spoils directly on the shoulders of the trench up to 7 feet high. An in addition, no hard hats, even while working within a couple feet of backhoes and skidsteers, etc. Unbelievable! Thx team for this vid.
I'm guessing the best thing is to use history as a reference, especially if there are older employees with a Long History, and that way they can show upper management what Exactly has been going on for the length of time for a manager who surreptitiously cuts people's hours without them really being consciously aware of it.
I am a CNA in a nursing home in traverse city. Our new HR lady was told that I quit, so she took me out of the computer and lost all my times worked and days worked. I had 109.02 hours in a 2 week pay period and almost 3000.00 in bonuses for picking up extra shifts. The administrator will only pay my for 80 hours and he will not listen to me. I told him I have a picture of my hours I worked. But he wants to go by the one they made up. Also after we work the picked up shifts for the bonus and sign the bonus form our D.O.N signs it then it goes to the admin well he has been changing the amounts after we work the shift. I filed a complaint with the labor board but i am not sure if that will help.
You think hours and wages will help you but it's a lengthy process by the time you recover the money you already have another job. I'm taking care of covid positive residence in an assisted living facility and I'm not getting paid for it. My rent is late I don't even know how I'm going to get to work this week I don't even have gas money . Currently this whole week I've been working off the clock because they can't get me into the new time clock system. Risking my health and life as a Frontline worker not getting paid for it. I feel I'm the only one in my company that I work for that understands federal and state labor laws. It is a criminal offense in the state of Pennsylvania not to pay an employee on time. Corporations wonder why employees want to unionize. I feel like an indentured servant this is a form of slavery not paying an employee but expect them to show up for work.
If you sue a company for wage theft for off the clock work and they fire you or even if you quit, will the fact that you sued an employer make a new employer less likely to want to hire you?
This is a big problem in the trucking industry. Companies regularly dont pay last paycheck of a driver quits or get fired & Companies often charge a "deposit" of up to $2500 which the driver will never get back
How about a nonexempt employee, who has been thrown into a senior role without a formal promotion or a salary increase like other employees in the organization, in the same job, enjoy.
Had this to happen to me. Need advice. A major app used by many paid me for one day "only" for a weekend of work under a staffing agency (the staffing agency is the app this time...hint). And after getting the "go ahead correction" I worked again for another weekend, but I believe they are trying to do this again after her basically saying 7 hours when clearly she already stated that Sunday hours would go on next pay period. Keep in mind I do work a full time job as well and this isn't easy. So..., now.... back to this unique pay period.... it's NOT in the system. The client shows that they paid me for two days for Sat.... and Sun. Mon-Sun not Sun-Sat. The hiring manager... is avoiding calls and emails and states that the pay period is different from the client ...what???? Okkkk("If, so" "benefit of the doubt")....hhmmm, but when I ask you for a pay stub you can't give me correct hours or a stub and the wrong pay period is clearly still in your system that's how you got to 7 hours right??? O... wait that means I should've gotten paid... O no I mean.... I should have more than one day on this new unique pay period that should have a stub... O wait why did you say only 7 hours again???? And I had to correct you... Yea, not buying it. I reached out to other branches of this agency (I call them to call her to call me.. .wow!! and we talking about like only 3 calls) and they even stated that the pay period should match the client. Now, this client has a specific employee over the staffing agency when she is called she avoids calls and drops calls that are forwarded...hmm... everybody states that time cuts off Sunday not Saturday... these are temps and direct hires... as also stated on the "supposedly" incorrect pay stub in the app, which they paid me just for Sat. not Sun on. This is a MAJOR client and APP talk about class action lawsuit for any takers... I was told this happened to others, but I do feel like this was a single attack initially and payment has probably already been corrected for others (I will explain this if advice can be through better means). Information can't be affirmed to know what the real pay period is... everything goes through this one hiring manager for that location, grandprairie, tx.... But she isn't the head. She stated as much herself about correcting this "app issue" o, but it's now a stub issue I mean.. I don't believe the staffing agency knows anything and if they do that just affirms my statements. This could be big for any legal department or individual that has access to legal I have proof and if you are willing to deal with more... even bigger... I'm talking two years of burden bigger with probably big names or titles the sky is the limit. This mess needs to stop!!!! I never use to have problems like this. I must warn any takers you will be probably oppressed, stalked, contacted after this post, slandered (this post may even be... counting on it) etc... etc..., but if you're in the legal department this would NOT surprise you or if you know someone in legal and you guys "really" chat... then it wouldn't surprise you. Find a way to help and I promise I will help.
@8:25 a $1,000 is nothing to a business... here what should be done (1)the white collar worker should be put in Incarceration till the trial date( 2)if they get out on bail they can enter the establishment or be anywhere near it. (3)The fire wall that was established between the business and the white collar should not exist and a civil suit should follow...jeopardizing the assets of the white collar worker. (Hope they have malpractice insurance)
Excellent! Misclassification is huge, an onus for the EMPLOYER, and if that employer has been in business for 40+ years, they ought to know how to classify 1099 or W-2 very easily. They also should know how to set up a safe worksite, not 6 to 7 foot deep trenches with no shoring, no escape ladders, with dirt/sand spoils directly on the shoulders of the trench up to 7 feet high. An in addition, no hard hats, even while working within a couple feet of backhoes and skidsteers, etc. Unbelievable! Thx team for this vid.
I'm guessing the best thing is to use history as a reference, especially if there are older employees with a Long History, and that way they can show upper management what Exactly has been going on for the length of time for a manager who surreptitiously cuts people's hours without them really being consciously aware of it.
I am a CNA in a nursing home in traverse city. Our new HR lady was told that I quit, so she took me out of the computer and lost all my times worked and days worked. I had 109.02 hours in a 2 week pay period and almost 3000.00 in bonuses for picking up extra shifts. The administrator will only pay my for 80 hours and he will not listen to me. I told him I have a picture of my hours I worked. But he wants to go by the one they made up. Also after we work the picked up shifts for the bonus and sign the bonus form our D.O.N signs it then it goes to the admin well he has been changing the amounts after we work the shift. I filed a complaint with the labor board but i am not sure if that will help.
P.s. I did not quit either. I am still an employee
Have you got anywhere yet? My boss owes me about 1k and I'm ready to file a claim with the wage dept in my city
@@robinrein6946 good luck. The health care industry is notorious in stealing wages.
@@squarehammer4619 I hope to God that you go through with it and win.
What if fair wages are been denied for 48 years?
My employer engages in wage theft all the time. So few employees bother to track their hours so the employer keeps doing it.
You think hours and wages will help you but it's a lengthy process by the time you recover the money you already have another job. I'm taking care of covid positive residence in an assisted living facility and I'm not getting paid for it. My rent is late I don't even know how I'm going to get to work this week I don't even have gas money . Currently this whole week I've been working off the clock because they can't get me into the new time clock system. Risking my health and life as a Frontline worker not getting paid for it. I feel I'm the only one in my company that I work for that understands federal and state labor laws. It is a criminal offense in the state of Pennsylvania not to pay an employee on time. Corporations wonder why employees want to unionize. I feel like an indentured servant this is a form of slavery not paying an employee but expect them to show up for work.
If you sue a company for wage theft for off the clock work and they fire you or even if you quit, will the fact that you sued an employer make a new employer less likely to want to hire you?
This is a big problem in the trucking industry. Companies regularly dont pay last paycheck of a driver quits or get fired & Companies often charge a "deposit" of up to $2500 which the driver will never get back
How about a nonexempt employee, who has been thrown into a senior role without a formal promotion or a salary increase like other employees in the organization, in the same job, enjoy.
Had this to happen to me. Need advice. A major app used by many paid me for one day "only" for a weekend of work under a staffing agency (the staffing agency is the app this time...hint). And after getting the "go ahead correction" I worked again for another weekend, but I believe they are trying to do this again after her basically saying 7 hours when clearly she already stated that Sunday hours would go on next pay period. Keep in mind I do work a full time job as well and this isn't easy. So..., now.... back to this unique pay period.... it's NOT in the system. The client shows that they paid me for two days for Sat.... and Sun. Mon-Sun not Sun-Sat. The hiring manager... is avoiding calls and emails and states that the pay period is different from the client ...what???? Okkkk("If, so" "benefit of the doubt")....hhmmm, but when I ask you for a pay stub you can't give me correct hours or a stub and the wrong pay period is clearly still in your system that's how you got to 7 hours right??? O... wait that means I should've gotten paid... O no I mean.... I should have more than one day on this new unique pay period that should have a stub... O wait why did you say only 7 hours again???? And I had to correct you... Yea, not buying it. I reached out to other branches of this agency (I call them to call her to call me.. .wow!! and we talking about like only 3 calls) and they even stated that the pay period should match the client. Now, this client has a specific employee over the staffing agency when she is called she avoids calls and drops calls that are forwarded...hmm... everybody states that time cuts off Sunday not Saturday... these are temps and direct hires... as also stated on the "supposedly" incorrect pay stub in the app, which they paid me just for Sat. not Sun on. This is a MAJOR client and APP talk about class action lawsuit for any takers... I was told this happened to others, but I do feel like this was a single attack initially and payment has probably already been corrected for others (I will explain this if advice can be through better means). Information can't be affirmed to know what the real pay period is... everything goes through this one hiring manager for that location, grandprairie, tx.... But she isn't the head. She stated as much herself about correcting this "app issue" o, but it's now a stub issue I mean.. I don't believe the staffing agency knows anything and if they do that just affirms my statements. This could be big for any legal department or individual that has access to legal I have proof and if you are willing to deal with more... even bigger... I'm talking two years of burden bigger with probably big names or titles the sky is the limit. This mess needs to stop!!!! I never use to have problems like this. I must warn any takers you will be probably oppressed, stalked, contacted after this post, slandered (this post may even be... counting on it) etc... etc..., but if you're in the legal department this would NOT surprise you or if you know someone in legal and you guys "really" chat... then it wouldn't surprise you. Find a way to help and I promise I will help.
I may be hiring you folks if the labor board in California does not come through.
Caregiver's lunch hour was deducted in Washington state. Is it right?
@8:25 a $1,000 is nothing to a business... here what should be done (1)the white collar worker should be put in Incarceration till the trial date( 2)if they get out on bail they can enter the establishment or be anywhere near it. (3)The fire wall that was established between the business and the white collar should not exist and a civil suit should follow...jeopardizing the assets of the white collar worker. (Hope they have malpractice insurance)
The dirty employer has dirty LNI too retaliate for them. The attorney gets paid to destroy the life of the victim your sickening liars.
Since went work at all ways best care ihave thatprobl.
Auditor and boss discrimination abuse and harassment
Can drastic reduction in hours scedualed be wadgethieft?