Can my manager make me do unpaid training like this? Context: I work at a restaurant in the UK. I am new and haven't yet completed the online training Program's I have been asked to complete. It's pretty much a zero hour contract (I think it's 12 hours) but I work about 40 a week. The training mentioned below can be done any time anywhere. Including at home. Situation: recently, whenever the restaurant gets less busy, my manager asks me to go upstairs and complete some more training without pay. They essentially keep me on site without pay incase they get busy. Today certain conditions led me to believe that it wasn't going to get busy for the rest of the day. They asked me to go do the training and I assumed I'd be upstairs until they were closing up, which takes about 40 minutes. I wasn't about to sit upstairs for 3 hours unpaid, so I politely let the manager know that I'd like to get back on pay or go home. They sent me home. Am I in the wrong here? Can I be fired for this?
The answer to your question is that your manager cannot ask you to undertake training without payment. All employees are entitled to be paid for the work they have done. They are also entitled to be paid if they are ready and willing to work but their employer has not provided them with any work to do, unless your employment contract says otherwise. https://www.citizensadvice.org.uk/work/rights-at-work/rights-to-pay/ Zero hours contracts can be very complicated legal issues, but you are entitled to be paid for the time you spend there doing what your employer has asked you to do. However, if your employment were to be terminated due to a disagreement then you may not be able to make any claim before an Employment Tribunal as you do not yet have a sufficient length of employment. There are many legal complications, and each case is different and individual. Giving general legal advice is beset with all kinds of problems. You may wish to direct your employer to the Citizens' Advice page. If they do not agree to either pay you for your time there or allow you to leave when they do not wish to pay you then your best option might be to seek employment elsewhere.
The general principle of common law contracts is that parties can contract to do whatever they like unless there is a law that says they can't. As employment contracts are one of the most regulated type of contract and as I am not familiar with UK employment law (which may vary depending on which country of the UK governs it) this answer will be general in nature. Probation will not affect the training question. Probation gives the employer the right to terminate employment without cause or reason during the probation period; it gives the employee no rights. In general, the contract is the contract: if you agreed to pay for training if you leave within the first 12 months then that is what you are legally obliged to do. You may be able to avoid paying for training in Work Health and Safety as in most jurisdictions an employer is legally obliged to provide this without charge. That said, if the employer misrepresented the role then the contract may be void or voidable - this would need real legal advice and evidence of the misrepresentation. All of that said, if you explain your problem to the employer it is quite likely that you will be able to part ways amicably and without involving the law - that would be best all around,
Is there a law regarding this? The relevant law is the Employment Standards Act of British Columbia which only requires an employer to provide meal breaks for employees but not somewhere for them to eat their meal. (1) An employer must ensure (a) that no employee works more than 5 consecutive hours without a meal break, and (b) that each meal break lasts at least 1/2 hour. What legal actions are possible? None - unless there's a breach of, say, health and safety legislation by allowing meals to be eaten in a refuse area, but that's off-topic.
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.
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.
The first question would be whether you are an employee, or an independent contractor. There is more to that determination than how the company labels you, but that is a starting point. Based on the minimal autonomy that you imply that you have, you would probably be found to be an employee. Then there are limits on the number of hours that you can work in a week or day, which they are complying with. The employer is required to record the hours that you worked, and it is a crime to keep false records. It is also required that an employer pay for the time you work. Therefore the employer cannot legally refuse to pay you for your labor, and they cannot legally falsify records. The employer can limit your pay to 15 hours per week, if you work just 15 hours per week. They can also set ridiculous performance standards, whereby at the end of the week you will not have done what they wanted you to do. Their only recourse is to dismiss you. In response, you can file a complaint, but note that the concept of "wrongful dismissal" under the act is about entitlement to termination or severance pay. The arbitrator may find that the employer contravened the act, and can order them to rescind the termination. Or, before you get fired, you can complain and the arbitrator could order the employer to either modify their work requirements or else to pay you for the time worked. The difficult point (for you) in this case is that the act does not address employer performance expectations, and employers are generally allowed to set their own performance standards. If you have a written employment contract, there might be provisions regarding termination which could help you. Without a written contact, there is no statutory provision that prevents an employer for terminating you, but they may have to give you notice and pay for doing so, as long as you are not terminated for "just cause". Hoang v. Mann, 2014 ONSC 3762 is an Ontario case where an employee was terminated for just case based on insubordination, job performance, inability to get along with co-workers and so on. On the front of job performance, the courts have found that an employer must clearly communicate standards to employees, and give employees an opportunity to meet those standards. But they do not generally decide e.g. how many units per hour an assembly-line worker can reasonably be expected to complete.
I don't think so. When it comes to wages, there may be a Tarifvertrag (union-negotiated wage schedule), which may apply even if the employee in question is no union member. It is enough if the employer is member of the employer's association negotiating the schedule, or in certain other cases. (Clever, really, by extending union benefits to non-members they weaken the unions ...) The Tarifvertrag stipulates minimum wages for certain positions, and it may define those positions implement that. An employer could not underpay a skilled machinist by calling her a 'gadget specialist' or similar non-scheduled position. But the deputy department head is likely paid above the highest bracket of the wage schedule, called außertariflich (AT, beyond the schedule). At this level, it comes down to individual negotiations between the employee and employer.
Let's analyse the landlord's claims: You have an assured shorthold tenancy agreement. The fact that there isn't a written contract doesn't change this as a verbal agreement is legally binding. That's true. A tenancy exists even if this was never written down, and it's an AST by default if the requirements for being one are met. Payment of rent constitutes acceptance of these terms. Payment of rent by the tenant, and its acceptance by the landlord, is sufficient for a tenancy to be regarded as existing. The tenancy can only be terminated early from the permission of the landlord. That's rubbish. A tenant can always end a tenancy, but there may be restrictions. In particular, a tenant cannot end a tenancy before the end of a fixed term without the agreement of the landlord, but the landlord has an obligation to find new tenants if this happens. However, I've been unable to find any information as to whether a fixed term exists if there's no written agreement. Assuming there is no fixed term, then for a month-to-month tenancy, the tenant must provide one month's notice to end the tenancy, with that month ending at the end of a rental period (i.e. the day before the next payment would be due). If you leave early this is legally abandonment and you are still responsible for paying rent for the duration of the tenancy That's true. ... if you do leave next month I'll consider you in rent arrears and pursue payment through legal means That is possible - but if you give notice as described above, then the tenancy will end, and (assuming you're up to date with the rent) you'll no longer be liable.