Employer very sporadic with paydays, not sure what to do My girlfriend works for a large chain restaurant, of which I believe she works for a franchise location. I found it very weird that they down right refused her request to set up direct deposit, but that alone was fine. The problem comes from the fact that she does not have a regular payday, and in fact we won't know when she is getting paid until just a few days before they have the checks. It is never the same day of the week, and sometimes it seems like it's even 3 weeks before she gets paid, which is the current case. Going by my pay schedule, her pay periods should line up close to mine, as we should be getting paid on the same week. Is this something that an employer can just do? It just doesn't seem right to make something like a paycheck seem so unstable.
Is this something that an employer can just do? That is very unlikely, although strictly speaking there is not enough information to answer either yes or no. Section 2810.5(a)(1)(C) of the California Labor Code provides that "[a]t the time of hiring, an employer shall provide to each employee a written notice [...] containing the following information: [...] The regular payday designated by the employer in accordance with the requirements of this code". This implies that the employer is required by law to issue the paychecks in accordance with the timing that pursuant to Section 2810.5 the employer should have informed your girlfriend. The fact that your girlfriend does not know when exactly her salary is due suggests that the employer did not even comply with this statute.
If they really ordered it, they entered into a contract, and you have a claim against them for damages suffered because the contract was breached. This would be a civil claim, not a criminal claim, in the Netherlands. However, if you're delivering an order that was sent anonymously, you have no way to prove that the person at the door is the one who ordered the food - and the onus would be on your to prove that it was. It could become a criminal act under a number of laws ("oplichting", "fraude", etc.) if intent can be proven but that's not easy - and you first have to get the police/public prosecutor interested in the case. It's quite comparable to someone ordering in a restaurant and not paying the bill, which is notoriously hard to prosecute criminally in the Netherlands. (Search for "eetpiraat" - dinner pirates) As a restaurant, you usually can only try to enforce a civil claim through the civil courts.
This is illegal, under the Fair Labor Standards Act, assuming you are not an &quot;exempt&quot; employee, which is primarily a salaried employee (your pay isn't based on how many hours you work). There are details about the complaint process here. It is useful to know that retaliation against an employee filing a legal complaint is also illegal.
While I am a U.S. attorney, the U.K. and U.S. are essentially the same on these issue in practice: "reasonable wear and tear" is a classic issue of fact to be decided by the judge (unlike the U.S. there are never juries in U.K. landlord-tenant disputes) based upon the evidence presented to him and his or her good judgment if the case goes to court. There won't be a lot of case law that is specific enough to provide guidance in your particular case (if any) because cases like these aren't worth appealing and creating case law on and because the law intentionally vests judges with great discretion on these issues and only intervenes in appellate decisions when a judge is deeply out of line. The legal definition of "reasonable wear and tear" is basically vacuous and don't provide much meaningful guidance. I know you are joking, but no, do not set it on fire. You will find yourself incarcerated for arson, with a felony criminal record and a restitution judgment in the amount of the damages and a fine and court costs as well, and your credit record will be screwed and no one will rent to you ever again if they find out by doing a cursory background check. Your mum probably won't even invite you to Christmas dinner this year. If they charge your security deposit and you don't think you owe it, you would have to sue them for a return of the part of your security deposit you don't owe, knowing that you face a risk of paying their legal fees if you lose, but will get your fees if you hire a lawyer and win (caveat: there are more nuances to fee shifting in the U.K. courts than I spell out here which are rather technical). If they say you owe more than your security deposit and you don't pay, they can sue you for the balance, knowing that they face a risk of paying your legal fees if they lose, but will get their fees if they win. In practice, it doesn't really make economic sense for either party to hire an attorney because the amount of the fees is so high relative to the amount of money at stake. The security deposit is 2-4 hours of legal time, and the amount claimed is maybe 7-14 hours of legal time, neither of which is sufficient to address the respective issues economically in a fully litigated hearing. Short of going to court, you can provide them documentation and your video to show that you are right and to discourage them from docking your security deposit (in full, anyway) or suing you, ideally A.S.A.P. before they are too committed to taking legal action. You could also propose a compromise and see if you can get them to agree to it with neither party facing the risk of going to court.
If this is a client - contractor relationship, it depends on the contract. Attorneys may bill on a quarter-hour basis, or a 10th-hour basis. A 1 minute phone call under a quarter hour billing basis is more expensive than under a 10th-hour basis, all other things being equal (i.e. the hourly rare). So if I hire an attorney to do something and he bills me for 1 hr 6 minutes because he spent 1 hr 4 minutes to do it, he can do that, and I can't object that he didn't spend a full second hour on the task. It just comes down to what the client and contractor agreed to, and if a contractor wants to bill by the second, he can. For employers and their employees, the Fair Labor Standards Act applies in the US (there are state analogs which mostly say the same thing). The employer is responsible for paying employees based on work done, so they have to keep records. Department of Labor rules allow an employer to simplify record keeping, for example they can round employee hours (1 hr 2 minutes is the same as 55 minutes) – you have to be consistent. They explicitly allow 5 minute granularity, and don't disallow granularity to the second.
In Texas, as in most of the US, the law is "Employment at Will". This means that an employer is free to fire people at any time, for any reason, or none, as long as it is not for one of the few reason forbidden by law, such as racial or age discrimination. Hourly employees are entitled to overtime pay in such cases, but "exempt" employees are not. Nor are they entitled to comp-time as a matter of law, that is at the option of the employer. (The question seems to imply that the employee in question was "exempt" but does not actually say so.) The only really effective recourse against that sort of "death march" is to quit and find a better job, or to threaten to do so while they still need you, unless the conditions return to acceptable ones. I have heard of people in such a situation who "get sick" every day at 5:30pm, because local law forbid requiring ill employees to work. But that is pretty much inviting an arduous and possibly expensive administrative and/or legal battle, and will depend on the specifics of the state/local law. In any case, it is too late for the person in question to try that. On the facts as stated, there might be a valid claim of age discrimination. But additional facts would be needed to establish this, and it would be in my view unwise to try it without consulting a good employment lawyer. Such a lawyer could advise exactly what must be proved and how, and what the probable chances of any recovery would be.
The relevant legislation is the Employment Act 1996, but in plainer language ACAS describe that they can make deductions for the following reasons: the employee's contract specifically allows the deduction it was agreed in writing beforehand they overpaid the employee by mistake it’s required by law, for example Income Tax or a court order the employee missed work because you were on strike or taking industrial action The first two provide pretty wide latitude into what they can make deductions for so long as it's in the contract/a written agreement The employer can't make deductions that would result in your wage dropping below minimum wage except in the following circumstances: tax or National Insurance something the employee has done which their contract says they’re liable for, such as damage to a vehicle through reckless driving repayment of a loan or advance wages an overpayment made to the employee made by mistake buying shares, other securities or share options in the business accommodation provided to the employee – find out more about accommodation deductions on GOV.UK something the employee uses – for example union subscriptions or pension contributions I'm not sure if it matters whether the employer is a private individual or a company Nope - for these purposes an employer is an employer To look at your specific examples: but assume that the employee is not doing a very good job No.. incompetence can get you sacked or fired - but it can't get your wages docked. At least not unless there was some performance-related-pay element to your wages already in the contract. But that would be difficult, it would have to be quantifiable. There's a reason why such structures typically have a base salary with performance-related elements paid as bonuses, because it's easier to simply not pay extra if thresholds aren't met than it is to deduct from a base wage. snoozing on the job Again not unless that was specified in advance - and that would be an oddly specific thing to include. Most likely they'd just get fired, in the majority of employment scenarios taking unauthorized sleeps on the job is going into Gross Negligence territory if there's a pattern. taking personal phone calls Taking personal calls is something that's more likely to be covered by a contract or company policy - but again it's more likely to lead to disciplinary action or sacking than wages being docked. You'd have to get into measuring how much time was lost in order to dock the appropriate amount etc. late into work You'd think this would be a slam dunk - you're late and therefore not meeting your contractual obligations. But in reality the same requirements as above apply - there needs to be explicit agreement in advance of the deduction in either your contract or other written consent for an employer to dock wages. It's probably more common than the other examples for such a provision to exist, but it still needs to be there.
Since this is a board about law, the legal answer is that New Jersey does not regulate vacation pay: In New Jersey, employers are not required to provide employees with vacation benefits, either paid or unpaid. If an employer chooses to provide these benefits, it is only required to comply with its established policy or employment contract. The specific law cited by that web page is this one, which says that &quot;Nothing in this chapter requires an employer to pay an employee for hours the employee is not required to be at his or her place of work because of holidays, vacation, lunch hours, illness and similar reasons.&quot; So whether your boss can count weekend days as part of your vacation will depend on your employment contract and the established policies of your employer. Unfortunately, that's not something this forum can provide advice on.