Can pay be witheld for hours cleaning up after closing time? The bar in California, where I work, closes at midnight. We start cleaning (bar, kitchen, bathrooms, dishes) before we close, but only if it's not too busy. Once midnight hits, it takes 30 minutes to clear everyone out before we can start reconciling our banks/drawers (finding the mistakes on credit cards, etc.). Some nights cleaning and reconciliation don't finish before 3:00 am. Fewer than 25 people work at this bar. Is my boss legally allowed to stop paying us at midnight? (Side note: we're paid $11 per hour, not the legally required $13.25 per hour.)
Unless you are a salaried worker, all hours worked must be paid, and that could include paying overtime if the actual hours that you work is over 40 hrs. a week. You may file a complaint with the US Dept. of Labor, and the boss may not fire you for complaining. Your state DoL may have even stiffer rules and penalties.
First of all, the amount involved is probably a few hundred dollars, maybe a thousand: if you do not pay it is extremely unlikely that your roommate will attempt to recover. Even if they do, they will probably fail - 30 days notice is 30 days notice: unless last month was February, the 8th to the 8th is either 30 or 31 days, you have complied with the terms of the lease. If the lease had said "one named months notice" then your roommate may have a case; as it is, they don't. Is he right? No. Is there ever a case where I'm liable for pro-rated rent beyond the 30 day notice period? Only if it says so in the lease. Do I owe him rent for each day in November that the room is vacant beyond the 8th? No Would a judge make an exception in his favor since I didn't tell him I was looking for a new place to live? Judges don't make exceptions, particularly not in anybody's favour. The role of a judge is to enforce the law - not to make exceptions to it. A judge would give effect to the terms of the contract except where those terms are prohibited or against public policy.
I do not have a written agreement of her saying she will pay 1/5 of utilities cost. Can I still take her to small claims court to get my money back? Yes. This type of agreements does not need to be in writing. Proving the other roommates' timely payments is strong evidence that also she is under a similar agreement. You did not elaborate on the form of her refusals. If these are stated in writing, they might evidence elements that further weaken her legal position. For instance, these might reflect her inconsistencies and/or bad faith. Even if you were unable (which seems very unlikely) to prove that there is an agreement to the effect of splitting costs, you might still prevail on grounds of equity.
Can he/lawyer try to use the payment to me as leverage, for example, offer to give me that payment only if I agree to sign a non-compete or other document? The employer ultimately ought to comply with the written agreements between you two. The employer is not allowed to belatedly impose conditions that alter (to your detriment) the contract(s), let alone when you are no longer his employee. The clause "You will be paid on X and Y when/if they close" does not reflect whatsoever that payment is contingent on your acceptance of a non-compete agreement. Your description does not reflect any legal merits that would justify your employer to further withhold the compensation to which you are entitled pursuant to the deal/sale that got closed. The employer and his lawyer are just being vexatious.
wisconsin I think you may be misinformed on how businesses report/pay sales taxes. For sales tax, depending on the type of business you are and your expected taxable sales, you may be required to report your taxable sales quarterly, biannually, or annually. Tax is due when the report is due much like income tax, but these cannot be delayed like income tax filings. If you fail to make a report, the State will estimate your taxes and send you a bill. This bill will include late fees and charges. There is no incentive for business owners to delay these filings and payments. In fact, not filing and not paying may result in your sales and use tax certificate being revoked, effectively putting you out of business. A business is also not required to set aside any certain amount from a single transaction and pay that to the State. They don't have to take $5 of your $100 transaction and put it in a &quot;sales tax&quot; envelope to send to the State. At the end of the period they have to calculate, $X in taxable sales * Y% tax rate = Total Tax bill, and pay that amount. They could pay it all from the last sale, or set aside a separate account, or a sub-account, etc. So businesses don't have to pay immediately, they pay on a set schedule. The funds that they collect will most likely be deposited into a general account and the taxes paid out of that account at a later date. Yes, this may include revenue from the following month, but who cares? The point is that the tax is paid on time and in the amount required. But to the question at hand... No, you cannot file a form or inform the business that you will pay tax directly. The business is required by law to collect those taxes at the time of the sale (unless you have a reseller certificate and they make those kinds of sales). They are not allowed to say &quot;sure, take the X% off the price and pay the state, we trust you&quot;. They have to report taxable sales and pay the tax on those sales. Since your sale is &quot;taxable&quot;, they are required to pay the tax on that, regardless of them collecting it from you or not.
If you paid by a credit card, the proper procedure is to simply do a chargeback. If the hotel doesn't back down, then the credit card network will hold arbitration. I wouldn't expect them to win, since they don't have anything but their word for it. The hotel does have the option of suing you, but it's unlikely that they will do so for £200, and again they don't have much of a case. Their third option is to just report it to credit reporting agencies as a unpaid debt. For this, there's not much you can do other than have the fact that you dispute it included in your file. Theoretically, you could sue them for defamation, but that would be impractical.
In the U.S. severance payments are not provided for statutorily, and are rarely made when an employee quits or is fired for cause. However, even when not provided for within contracts it is common to see voluntary severances paid during lay-offs. Furthermore, in the U.S. it is more likely that they would be "laid off" in order to qualify for unemployment insurance. In Pennsylvania one can make claims on the state-run unemployment insurance system only if one is able to work and does not refuse suitable work when offered. If one quits one is not eligible for these payments. Ultimately unemployment claims are born by the employer (since their legally-mandated unemployment insurance premiums are adjusted based on realized claims). So managers with the authority to layoff employees can impose real costs on their companies, both in terms of direct severance payments (which may be optional), and in terms of the inflated unemployment premiums that will hit the company down the road. However, I have never heard of a company attempting to recoup such costs from managers, since such decisions are specifically delegated to managers with hiring/firing authority. It seems much more likely that a manager deemed to have abused the company's purse would be demoted or fired rather than being sued, unless there were some gross fraud involved (e.g., kickbacks).
They have exactly zero legal grounds to withhold your last paycheck. From Code of Virginia 40.1: All employers operating a business shall establish regular pay periods and rates of pay for employees except executive personnel. All such employers shall pay salaried employees at least once each month and employees paid on an hourly rate at least once every two weeks or twice in each month, except that (i) a student who is currently enrolled in a work-study program or its equivalent administered by any secondary school, institution of higher education or trade school, and (ii) employees whose weekly wages total more than 150 percent of the average weekly wage of the Commonwealth as defined in § 65.2-500, upon agreement by each affected employee, may be paid once each month if the institution or employer so chooses. Upon termination of employment an employee shall be paid all wages or salaries due him for work performed prior thereto; such payment shall be made on or before the date on which he would have been paid for such work had his employment not been terminated. The Virginia Department of Labor and Industry unfortunately does not take claims if there is a written contract and recommends you pursue the matter in court. You may want to consult with a local labor attorney to get an idea of where to go from here, even if you plan to file in small claims court. Virginia extortion law doesn't appear to apply to withholding stolen property, but their claim that release of the last paycheck is consideration for signing the NDA may be some other civil wrong, like conversion. I do not know whether you could recover damages above the wage owed for that.