When can a contract override the law? Where I live, the law requires employers to pay overtime if more than 8 hours of work are in a shift. Some employers get around this and I'm wondering how? Their contract just states "there is no over time pay for this job". Is this technically illegal? I know temp agencies do this. Also I've heard paying only commission with no base pay is illegal but they still have job contracts for it. I'm guessing employers get around this with some technicality as to the relationship, but according to this it's not clearly defined if a relationship is employee-employer or contractor.
It would basically be illegal, regardless of what a contract says: contracts are subordinate to the law. So the question comes down to whether the law unequivocally requires OT for shifts longer that 8 hours. These sorts of governmental fact sheets are not absolute statements of the law, they are guidelines about what is most commonly applicable, and to determine if there are any exceptions, one must consult the actual law. The fact sheet says "After working eight hours in a day an employee must be paid time-and-a-half for the next four hours worked", which is somewhat different from "in a shift". The (summarized restatement of the) law says that an "averaging agreement" is legal (if in writing), so if that allows working more than 8 hours in a shift, that could be consistent with (does not override) the law. To really know, you have to read the actual law. The section on maximum hours and overtime says 35 (1) An employer must pay an employee overtime wages in accordance with section 40 if the employer requires, or directly or indirectly allows, the employee to work more than 8 hours a day or 40 hours a week. (2) Subsection (1) does not apply for the purposes of an employee who is working under an averaging agreement under section 37. So 3 shifts of 12 1/3 hours would be legal, and perhaps typical in a hospital. The "average hours" part of the law says an employer and employee may agree to average the employee's hours of work over a period of 1, 2, 3 or 4 weeks for the purpose of determining the employee's entitlement, if any, to overtime wages under subsections (4) and (6) of this section and wages payable under subsection (8) or (9) (b). as long as there is a clear advance agreement (as in a contract). This still limits hours worked without overtime to 40 hours/week (on average), and then there is still an upper limit of 12 hours: An employer under this section who requires, or directly or indirectly allows, an employee to work more than 12 hours a day, at any time during the period specified in the agreement, must pay the employee double the employee's regular wage for the time over 12 hours. Since the law is stated in terms of "day", we better see what a "day" is: "day" means (a) a 24 hour period ending at midnight, or (b) in relation to an employee's shift that continues over midnight, the 24 hour period beginning at the start of the employee's shift; so you can't force an employee to work 12 hours without overtime (without an averaging agreement), simply by splitting a 12 hour shift across midnight. It is thus possible for a contract to do things that superficially appear to be contrary to the "most common situation" factsheet representation, but the law itself is not overridden by such a contract.
Read it carefully. "Work additional hours as required by the nature of your work assignments". Does the nature of your work assignments require additional work hours? That's very unlikely. It may be that your boss wants you to do three weeks work in two weeks, but it's not in the nature of your work assignments that they take two weeks. If it's three weeks of work, then it is actually in the nature of your work assignments that it takes three weeks. It may be in the nature of a work assignment that once it is started it must be finished quickly. For example if you are a plumber, it may very well be that once you start a job and unscrew the first screw, that job must be finished. In that case, you can't go home after 8 hours and leave a job unfinished which could be a major problem for your customer. Are you in a similar situation? If your company is too tight to hire enough people to do the job, and deadlines will be missed if people work 40 hours a week, that is not in the nature of your work assignment - it's because your company is too tight to hire enough people.
In practice this is rarely done in the US. There have been cases of employment contracts with automatic increases tied to the CPI (Consumer Price Index) or some other measure of inflation -- I believe at one time a number of union contracts specified this. Employer and employee could certainly agree on any such formula. But in the absence of any explicit provision for such a link, and an agreed formula for the resulting salary, I think a stated salary would be interpreted as a fixed sum, not subject to change until an explicit change is made. Fixed wages are the almost invariable custom, and in the absence of any explicit provision for an automatic inflationary change, I think a court would assume a fixed amount, if it came to a court case.
on behalf means that the party of the agreement is the landlord, not the property manager. The contract both entitles and obliges the landlord, not the property manager. The property manager is not a party of the contract. So the fact that the property manager is fired completely unrelated to the existing contract. Additionally, in most jurisdictions that I know of, even if the property changed ownership (the landlord sold or gifted it, or the landlord died and it was inherited by someone) the contract would still be in force, as the change of situations would not invalidated the rights and obligations of the other parties.
&gt; What does that last sentence mean? It means that federal law does not provide premium pay on Sundays and Holidays the way MA does. &gt; Should I be getting paid more than I am? No. Check out G.L. c. 151, § 1A: the hours so worked on Sunday or certain holidays shall be excluded from the calculation of overtime pay In other words, take your eight hours on Sunday and subtract that from the total hours for the week. That number minus 40 is how many OT hours you get. This calculation is called crediting - basically the employer credits your time-and-a-half Sunday work against your total hours for the week. Crediting is allowed and it is why you do not get the Sunday pay on top of your overtime. If you want to get in the weeds take a look at Swift v Autozone where the MA Supreme Court describes why crediting is allowed. Also see 29 U.S.C. 207(h)(2) which tells us that extra compensation is creditable..
I know it's not a huge amount of money, but I'm not currently in a position to pay it. Is it still legal to send invoices this long from the past? Yes, it is legal. And the surveyor is still within the statute of limitations to sue you for breach of contract. Beyond the purely legislative aspect, personally I would encourage you to pay the surveyor once you are in a position to do so, even if the statute of limitations had expired. From your description, it seems that the surveyor acted with nobility in that Even though he didn't mention any payment, he sent me the survey. and there is no indication that the survey was faulty. Thus, it would be opportunistic not to honor your part in the contract under pretext of the statute of limitations. Consider this: You would not wish to be deprived of compensation today (or once the debtor becomes able to pay you) simply because years earlier you were too overwhelmed to send an invoice for work you actually performed.
is there any legal action I can take against the dealership to enforce their compliance with our contractual agreement? Yes, you can sue for breach of contract. You would probably seek an order for specific performance. You could also claim damages but it is difficult to see exactly what damage you have suffered. Is there a reasonable timeline that they must deliver within if a date is not specified in the contract? Yes, where a contract is silent on a date for performance of an obligation they must be carried out in a reasonable time. From the circumstances 4 months is starting to seem unreasonable but they will no doubt argue that it is reasonable- this is something the court would decide.
Is sales person required by law to give a copy of signed contract at the time you sign up for service? No. If I would ask for copy of all documents from that company are they required by law to send her these copies? No. Is there a law that mandates process on how contracts should be signed in California? There are many, however, they relate to specific classes of contract. In general, it is not a requirement that a contract be signed or even written; verbal contracts are totally legitimate. Given that every single transaction where money changes hands in return for goods and/or services is or is part of a contract it is not feasible that they all be signed. Have you bought a cup of coffee today? Did you sign a contract when you did? Here's the thing Your friend has learned several valuable business lessons: the first is some people in business will rip you off. If you are a consumer then you have (some) legal protection, however, if you are in business then the courts and the legislature expect you to look after yourself. Your friend has signed a contract. Pretty much, any court will consider that what they signed would be the entire contract unless there was compelling evidence to the contrary. Her word that the sales rep said there would be no break charges would not on its own be compelling evidence. Your friend has an obvious incentive to lie. Here is the second lesson: don't sign anything unless and until you have read and understood it; hire a lawyer if you need to in order to understand it. Now, either under the contract the company is legitimately allowed to charge these fees or it isn't. Without having a copy of the contract you have no way to tell. Thus the third lesson: always keep your own copy of everything you sign. What your friend can do is: nothing. Don't pay the bill, write to them saying that she disputes that she owes them any money at all. If you want to be provocative, suggest which court would be most convenient if they want to prove the debt. Odds are this will go no further. If they do proceed with a summons then they will need to state their case. At that point she can request through the court a copy of the contract they are relying on. If their claims are legit she can simply roll over.