Fired (seemingly) for finding paycheck inconsistencies. What kind of legal recourse might exist? Not me, but a friend. They found some paycheck inconsistencies for them and a bunch of other employees, and asked about it. The response from management was &quot;oh, oops. We'll fix it&quot; A few days later she came in to fill a shift for someone, but was blocked from coming in and told she was fired. Being somewhat in shock, she tried to ask why, to which they responded &quot;we'll call the cops if you don't leave right now.&quot; There had been no issues up until this point, so the whole thing kind of reeks of red flags. Is there any recourse for this? My sense is that this should be investigated, some amount of auditing should be done, and -- if it seems plausible she was fired for finding it -- unemployment might be an option.
united-states Protections for workers from wrongful termination from employment in the U.S. are among the weakest in the developed world. Unemployment benefits If you are fired and there is not a &quot;good cause&quot; basis to fire you, you are entitled to unemployment insurance in almost all U.S. states (at least if you have worked for the employer long enough). Firing you because you discovered a payroll accounting problem and brought it to the employer's attention would ordinarily not constitute &quot;good cause&quot; for unemployment insurance purposes. Unemployment benefits last only a limited period of time, are for only a fraction of what you earned when you were employed, and can be terminated if you fail to actively look for work or find new employment. Whistleblower protections There are whistleblower statutes that prohibit employers from firing someone for reporting certain kinds of employer misconduct (although the remedy is usually a large dollar damages award - typically more than unemployment benefits, rather than reinstatement). But it isn't entirely clear that one would apply in this case, particularly without knowing which state if it is in the U.S., is involved. There is not one omnibus whistleblower protection statute at the federal level or in most U.S. states that prohibits firing or punishing an employee in every case where misconduct is revealed (this kind of conduct by an employer is also sometimes called &quot;retaliation&quot; or a &quot;retaliatory firing&quot;). Instead, there is a patchwork of whistleblower protections for particular kinds of misconduct that is reported by the employee. One would have to determine if this particular kind of misconduct would fit one of those statutes. For example, there are at least five different agencies that enforce whistleblower protections at the federal level: Occupational Safety and Health Administration (OSHA) With the Occupational Safety and Health Act of 1970, Congress created the Occupational Safety and Health Administration (OSHA) to ensure safe and healthful working conditions for workers by setting and enforcing standards and by providing training, outreach, education and assistance. Mine Safety and Health Administration (MSHA) The U.S. Department of Labor's Mine Safety and Health Administration (MSHA) helps to reduce deaths, injuries, and illnesses in the nation's mines with a variety of activities and programs. The Agency develops and enforces safety and health rules for all U.S. mines, and provides technical, educational and other types of assistance to mine operators. Office of Federal Contract Compliance Programs (OFCCP) The Office of Federal Contract Compliance Programs (OFCCP), protects workers, promotes diversity and enforces the law. OFCCP holds those who do business with the federal government (contractors and subcontractors) responsible for complying with the legal requirement to take affirmative action and not discriminate on the basis of race, color, sex, sexual orientation, gender identity, religion, national origin, disability, or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discharging or otherwise discriminating against applicants or employees who inquire about, discuss or disclose their compensation or that of others, subject to certain limitations. Wage and Hour Division (WHD) The Wage and Hour Division (WHD) mission is to promote and achieve compliance with labor standards to protect and enhance the welfare of the nation's workforce. The agency enforces federal minimum wage, overtime pay, recordkeeping, and child labor requirements of the Fair Labor Standards Act. WHD also enforces the Migrant and Seasonal Agricultural Worker Protection Act, the Employee Polygraph Protection Act, the Family and Medical Leave Act, wage garnishment provisions of the Consumer Credit Protection Act, and a number of employment standards and worker protections as provided in several immigration related statutes. Veterans’ Employment and Training Service (VETS) The Veterans’ Employment and Training Service prepares America's veterans, service members and their spouses, for meaningful careers, provide them with employment resources and expertise, protect their employment rights and promote their employment opportunities. There are also typically whistleblower protections related to union activity at an employer. Employees of the government and government contractors have stronger protections for whistleblowers than most employees. The Wage and Hour division whistleblowing rules might apply, but that would depend upon detailed facts not present in the question about the exact nature of the errors in the payroll system. Whistleblower protections might apply under the Sarbanes–Oxley Act (SOX) of 2002, but typically that protects only employees of large or publicly held companies. Similarly, whistleblower protections arising from securities laws are typically only applicable to publicly held companies or companies that are going public.
A. Yes it is clearly illegal to fire employees for unionizing. B. Companies get around this all the time by closing the facility. That means the managers lose their jobs too, which is incentive for management to keep a union from forming.
If you want to protect yourself or any property interests you may have in this circumstance you have to talk to a lawyer. You cannot get (or trust) legal advice from the internet. I will, however, make the following personal observations: I only provide a W-9 to people who are paying me money, and who request it as a condition of paying me. I don't know of a legal requirement to supply it after the fact. However, not providing it to someone who did pay you more than $600 in a tax year could certainly make it difficult for them to comply with their tax filing obligations. I do not sign any agreements, assignments, or contracts, without what I consider to be fair consideration. E.g., if on leaving a job (as has happened) I am asked by a former employer to sign something that I am not already obligated to sign due to some prior contract, then I negotiate what is commonly called a "severance package." They pay me and/or extend benefits, and I sign something that limits their liability.
They can't simply keep the money; that's against the law. But in a situation like this, it's easy to get lost in the bureaucracy. The company may be in violation of different laws, re: For Your Information | United States Department of Labor, so you can try pointing this out in another email or letter. The threat of the Feds or other enforcement agency looking into the matter may make something happen. Or, try this: find the CEO (or a similarly high-ranked executive) on LinkedIn; many have open messaging in interest of good PR. Message/email them and carefully (and nicely) explain the situation. (A CEO will likely have an assistant monitoring their LinkedIn account. But, there are many stories of Steve Jobs, Bill Gates and Jeff Bezos personally responding to emails.) Someone will make it happen and the employees who have not been helpful will be in hot water.
The customer list is indeed a trade secret if the shop kept its customer list secret and has an advantage from having that customer list, while others don’t have it. And I would think that is the case, because a competitor laying their hands on the list could for example send special offers to the customers in the list. The question is whether your two hairdressers took that customer list and whether the store has reasonable evidence that they did. If customers find out where their favourite hairdresser moved to that’s no legal problem. Can’t understand why no attorney wants to take the case. To the attorney it doesn’t make a difference whether they took the list or not. If they took the list then his or her job is to end the case with the smallest possible amount of damages being paid. PS. Just read in the comments that there is an accusation of "intentional interference with economic relationship". I would want a lawyer who knows the difference between perfectly legal competition which includes trying to get customers to move their business, and "intentional interference with economic relationship". PS. Really make sure that these guys appear in court. With a lawyer. Not appearing means that if the plaintiff says "Judge, these guys did X, punish them!" and they are not there to say "We absolutely didn't do X, prove it if you can", the judge will assume that they did X.
As a general rule, if a business, like a bank, is legally required to keep information confidential, and an employee breeches confidentiality, then your recourse is to sue the business for damages. See for example ch. 35 of Title 12. The bank cannot claim "It's not our fault, an employee did it" (the Latin for this is "respondeat superior", whereby a part is also responsible for the acts of their agents). As far as I know, there is no law against asking for information that can't be given. This does assume, however, that your mother does not have a legal right to the information (which could arise from some form of co-signing). Also, would assume that they have a normal privacy policy, and not one where they say "We will tell your mother if she asks" (they would have informed you of that, so read the privacy policy). This is a question best answered by your own attorney, to whom you would reveal all of the details.
Can an employer charge employee/contractor a processing fee for payment? No. The matter depends on whether the person qualifies as employee for purposes of the British Columbia Employment Standards Act. Your description suggests that you meet criterion (b) of the definition of employee insofar as you are (i.e., if you are) "a person an employer allows, directly or indirectly, to perform work normally performed by an employee". See section 1(1) of the Act. Section 21(1) prohibits an employer to "directly or indirectly, withhold, deduct or require payment of all or part of an employee's wages for any purpose", and item (2) prohibits the employer to "require an employee to pay any of the employer's business costs except as permitted by the regulations". There is no indication that the alleged business cost of e-transfers would be one such exception. do I have any recourse for such a small amount of money that isn't worth starting a law suit over? You have the option to file a complaint in "an office of the Employment Standards Branch". See sections 74 et seq for further details. You are not specifying the amount of the e-transfer that is being deducted from your compensation. The smaller the amount(s) at issue, the more important it will be for your complaint to persuasively explain how it is not "frivolous, vexatious or trivial". See section 76(c). Directing the employer's attention to the aforementioned statutory prohibition prior to filing a complaint tends to disprove allegations of vexation. That is because you are giving the employer an opportunity to mend its conduct and avert the proceedings that otherwise would take place. That being said, a very occasional cost of few cents is very likely to lead to a conclusion of vexation or bad faith regardless of your preliminary steps. In most other contexts, though, it is in your best interest to stay aware of the obligations that are being presented/proposed to you so that your actions do not constitute an acceptance of terms &amp; conditions you would rather reject. Not all contracts come in the form of a written document signed by the parties.
Is it illegal to ask a company for money in exchange for information on a bug in their software/website? That in itself is legal. Indeed, the company would incur unjust enrichment if it coerced you to disclose your discovery for free. Only if you threatened the company to divulge to others your discovery unless the company pays you, it would be illegal and trigger charges such as extortion (likewise, legislations outlaw the unjustified delivery of programs or instructions for hacking a software/network/etc., although this goes beyond your actual question). Can the company take legal action against me? That seems doubtful, futile, and it could backfire (please note I have not done any research on legal precedents about this). Although the terms and conditions of the website or the End User License Agreement (EULA) of software might prohibit you to reverse engineer (RE)/decompile/etc. the application, anti-RE clauses are unenforceable and the remedies therefor are indeterminate because the sole act of conducting reverse engineering does not subject the company (or third parties) to any losses. The company's decision to take legal action for your discovery could backfire from two standpoints. First, it calls attention to the fact that the software at issue is defective and unsafe. And second, the bug is likely to be detected by someone else anyway, thereby potentially compromising customers' systems.