Hired salary but paid hourly I got an offer letter and contract from my current employer. The offer letter states &quot;The salary is $115,000 annually, paid monthly.&quot; I am currently working as contract to hire, and I have a 1099. The first week I worked about 45 hours, the second week around 39, the third week around 60, and the last week around 30. Pretty standard. My pay should be roughly 115,000/12 = 9583 a month. For the first 2 months now, I got one check for 7500 and one for around 7800. When I brought up my concerns I was told I don't do 40 hours every week, and they aren't going to pay me salary when I don't put in all the hours. 2 questions, Are they right? If they are wrong, and I think they are, if I continue working there am I agreeing to the changes if they are not written out and signed by both. Do I give up my rights to the proper agreement we had?
The Company is performing wage theft I have never heard of a wage method that pays a salary according to hours but doens't pay for hours over 40. Monthly Salary, by definition, is paid regardless of hours. Your contract doesn't give hours, it just gives a monthly total. That's a contract, and you should be paid according to the contract. In terms of fairness, it certainly isn't right to dock pay for weeks you worked less than 40 but not give you credit for weeks you wored more than 40. Now, it's not clear if you moved to direct employment for the second month. If you did, the first month would be a contract violation, and the second would be a violation of wage &amp; labor law. A company can't pay you salary as an exempt (exempt from hourly wage laws, like management) employee and also dock you pay according to hours worked. So what can you do? If you are still a contractor and actually want the job, not much more than arguing with payroll. Since you (why?) decided to be a contractor instead of a direct hire, you have exactly zero protections to getting let go. If you are a direct employee, you have protections from bringing action about being paid fairly, though your long-term prospects there would be problematic if you have to take the company to task using the government. Any HR rep should know all of the above. But never just go to HR without talking to your manager first. Remember that HR works for management, and working against your manager is generally a bad career move.
In Canada can employer force employees not to discuss wage? Not in Ontario. That would violate Section 74(1) of the Employment Standards Act, 2000: No employer or person acting on behalf of an employer shall intimidate, dismiss or otherwise penalize an employee or threaten to do so, (a) because the employee, (v.2) discloses the employee’s rate of pay to another employee for the purpose of determining or assisting another person in determining whether an employer is complying with Part XII (Equal Pay for Equal Work) See also Section 74.12(1)(a)(v.2). What if the employee signed a confidentiality agreement where they agreed not to discuss wages? The agreement would be void in that regard. See Section 5 of the same Standards: [...] [N]o employer or agent of an employer and no employee or agent of an employee shall contract out of or waive an employment standard and any such contracting out or waiver is void. The allowed exceptions are any clauses that provide a greater benefit to an employee than the employment standard (see 5(2)).
Under UK law what kind of payment is it? Is it the same thing as a bonus? Essentially yes What rules apply? Assuming the employee is standard PAYE then the money will be subject to tax and NI the same as any other lump sum salary payment. For example, can an employer do as they wish? is it entirely dependent on what's in the contract? is it legal to give to everyone except those working their notice period? Things like this aren't typically specified in a contract - and as such are almost completely discretionary. They can exclude people working their notice period, people who have less than a certain amount of time employed etc. What they can't do is exclude people based on protected characteristics - they can't say &quot;Only women get this&quot; or &quot;Only white people&quot;.
Having done a bit of brief research, I find that "legit" is a synonym for "good". So, no. The header announcing a "principal amount" serves no purpose and could be misinterpreted as indicating that there is a loan. There is no reason to indicate the date twice, which gives rise to two different values of "date". The phrase "For value received" can be interpreted in at least two ways, one being "in exchange for some unspecified value to be received at some future date by Promisor", and "in exchange for a specific value already received by Promisor". Under the later interpretation, Promis(s)ee probably could not breach but under the former, Promis(s)ee could. So it makes a difference. You can just pay to the Promis(s)ee, and not imply that you are creating a pay-to-order instrument such as a check. That still leaves you the option to pay with a check. Or was the intent to say "pay on demand"? The expression "the sum of £500 shall the Promisor fail to meet his target" is not grammatical in US English, and I'll leave it to a UK speaker to judge if this is, over there. I assume that this is supposed to express conditionality, in which case "if" is a useful term. Then the meat of the contract, I guess, is that if the Promisor fails to meet somebody's target of 47.5 work hours per week, then Promisor has to pay Promissee £500 (and not otherwise). It's really not clear how anyone would know whether "meet a target of 47.5 work hours per week" has come to pass. Does that mean "work at least 47.5 hours per week"? Does that mean "for each of the three weeks within the time period" (or did you mean "work 47.5 hours within some one week, within the 3 week period"). Being explicit that the work obligation extends for 3 weeks would be legit (vide supra). Supposing that the second clause means "Promisor will pay £500 by 5:00pm 2 July 2016", you should put it that way. Or if you mean "Promisor will pay £500 by 5:00pm 3 July 2016", say that. Deadlines for performance should be stated very directly and clearly, and require no calculation and interpretation. And I'd suggest including a clause stating that "Promissor" and "Promisor" are used interchangeably in this contract. Or else be consistent in spelling. Note that almost any contract can be given some interpretation. From the perspective of creating a contract, the first concern should be over clearly expressing the intentions of the two parties in written form. After all, you don't have a contract if there is no meeting of the minds.
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.
It depends to a large degree on local employment laws. Depending on how the counteroffer was worded, it might have constituted anything from a binding legal contract for employment for some reasonable minimum term, or a totally non-binding suggestion that was worth less than the air breathed while pronouncing it. Some things to consider would include: What are local employment laws like? Do they require that termination be for cause? If so, what are causes for termination? Does termination require any kind of remediation beforehand? Note that in an at-will, right-to-work state in the US, odds are that the employee can be fired for any time and for any reason, supposing the employer hasn't accidentally entered into a contract by extending the counteroffer. What did the counteroffer say? Did it stipulate that the offer was not for a definite term and that the company reserved the right to terminate the employee for any reason, or no reason at all? Odds are any sufficiently serious business in an at- will, right-to-work state would use standard legal language in any offer or counteroffer to ensure that they are on the right side of this, so odds are the counteroffer was accepted with no obligations at all on the company. Does the termination affect eligibility for unemployment benefits? I would say most likely not, as the termination would probably be recorded as being for no reason legally speaking (if they admitted to terminating the employee for seeking other employment, interested government officials could take a dim view of the company's actions). You'd probably have at least some unemployment compensation coming your way. Some professional - not legal - advice. Never accept a counteroffer. Only get another offer in the first place if you are committed to leaving your current employer no matter what. If your company really insists, you should insist on a minimum definite term of employment written into a legal contract which is signed by an executive and notarized. No company will agree to this (unless the term is shorter than you'd want as a full-time W-2 anyway) but if they do, hey, you have some security (if the company agrees to this, have your own lawyer - whom you pay with your own money - review the document). Even then, I would be very, very careful about staying at a company after getting a counteroffer. Don't do it. Ever. Never accept a counteroffer. One comment asks why I recommend never accepting a counteroffer. There are at least two reasons: The reason you are looking for a new job should be that there is something about your current job that isn't completely satisfactory and that you haven't been able to fix. Either you have grown out of the position, don't like the work, feel you're underpaid, don't get along with somebody, etc. If you were unable or unwilling to fix any of these issues without having another job on the table, having another job on the table shouldn't be what makes you willing and able to fix them. Why work somewhere that you'd constantly need to go job hunting to address workplace issues? Unless the company makes firm agreements about how long they're going to keep you around, you have no guarantee that they'll keep you. Presumably, you didn't have one before, and you don't have one at the new job, but the fact that you are currently employed might support the assumption that your employment would be continued at your current employer and the offer might support the assumption the new employer plans to employ you indefinitely. When you put in your notice, it makes the company more aware of the fact that you could leave at any time; while a perfectly rational actor would realize that this doesn't change the situation at all, companies are run by people and people often act irrationally. Perhaps your manager is vindictive, perhaps your manager is scared that you will still leave after accepting the counteroffer. Maybe your manager knows there are layoffs coming but needs you for the busy season. Hiring replacements can be time-consuming and expensive - and employees who are getting offers of employment elsewhere and putting in notice might be seen as risks. I'm not saying that accepting a counteroffer has always turned out badly. Falling coconuts kill 150 people every year. Still, I am not going to add a coconut rider to my insurance policy and I am not going to accept a counteroffer.
It is not uncommon for an employer to ask a former employee to assist with something as a courtesy, and sometimes the former employee will choose to do so. If it requires more than a small amount of time, this may be done under a short-term consulting contract for pay. But unless there was a contract of employment requiring such post-employment advice, there is no legal obligation for the former employee to provide such assistance. The most the former employer could do is give a poor reference if asked by potential future employers, and most large corporate employers now only give job title, salary range, and dates of employment to avoid claims of incorrect or defamatory statements in such references.
Some portions of your inquiry are confusing, as in "I insisted that we were going to continue to send money to the mortgage company if we don’t understand what the fees are for". It is unclear why you would continue to send money without understanding the reason for fees, especially since you purportedly sent "the complete payoff" already. What is an appropriate response to an email from a lawyer that says she’s going to withdraw from my case, because I would like to understand the additional fees and charges my mortgage company is charging (over and beyond the plan payment/payoff)? Rather than replying to the lawyer's email, it is more important that you timely file in court a response (with 2 or 3 copies) to her motion to withdraw and that you attend the court hearing (if any is scheduled). Don't forget to also mail your attorney a copy of your response. In the response, you will need to argue that your lawyer's refusal to adequately address your inquiries is in violation of the rules of "professional" conduct (with which attorneys are supposed to comply). By granting the attorney's motion, the court would improperly release her from pending obligations she has with respect to you. For instance, Rule 1.4 of Michigan RPC states: (a) A lawyer shall keep a client reasonably informed about the status of a matter and comply promptly with reasonable requests for information. [...] (b) A lawyer shall explain a matter to the extent reasonably necessary to permit the client to make informed decisions regarding the representation. (note: other jurisdictions in the U.S. have equivalent rules, so you will need to refer to their corresponding label) By pushing you to pay another $850 without actually explaining you the details of the "settlement" with mortgage company's counsel, your lawyer clearly is failing her duty to reasonably inform you of the matter for which you retained her. Therefore, your response should substantiate that a granting of the attorney's motion to withdraw ought to be conditioned on the fulfillment of her obligation to provide you with reasonably sufficient information which you as her client are entitled to obtain. It will help if you attach to your motion &amp; brief an exhibit showing that the mortgage company actually directed you to inquire of your lawyer the clarification(s) you are pursuing. Once you take care of that issue, I encourage you to seriously assess (and proceed accordingly) whether your attorney's misconduct merits being reported with the entity in charge of disciplining lawyers for their legal malpractice. If I were knowledgeable of bankruptcy law, I would be happy to address your first question. I can only suggest you to do some research on leagle.com to become acquainted with how courts decide bankruptcy issues. Be sure to set parameter "Search By Court" to "Federal Bankruptcy Court".