Im curious to know if your boss can post one schedule and then the next day post an entirely new one without telling the employees. We have had several employees not show up for work because they thought they were off, but with the revised schedule they actually had to work. The schedule is there daily to view but not all employees will know it has been revised to do days off and such. Can anything be done about this?
Sherry Yieldingof TX12:12PM December 12, 2012
That is why a negtiated union contract works best against a bad employer.
Union Madeof TN8:55PM November 04, 2012
I was just hired in a sales job.. 3 interviews and it was clearly stated the hours were going to be 9-5 m-f... This was a major topic in my last interview as my wide travels 2 weeks a month and I have a two yr old in day care, so it was a relief the job was 9-5. One week into the job the new manager decides it will be better I'd we do 9-6 m&w and 11-8 on t&th... Being that my son has to be picked up no later than 6 each day and he is 45 min away, I cannot work those hours... Can they change that in me so suddenly or do they need to honor was I was hired in at?
Kyle rof FL8:44PM November 04, 2012
#2 depends on what state you are in. In my state, you are only allowed to give the dates employed, job title, and confirmation that they worked for you.
Saturday Sportsmanof OR10:56PM October 29, 2012
o "MS HINSON of SC":
Employers may use any timekeeping method they choose. For example, they may use a time clock, have a timekeeper keep track of employee's work hours, or tell their workers to write their own times on the records. Any timekeeping plan is acceptable as long as it is complete and accurate. If she is deleting texts before recording them elsewhere - that can lead to a problem. Each employer must preserve payroll records for at least three years. Records on which wage computations are based should be retained for two years, i.e., time cards and piece work tickets, wage rate tables, work and time schedules, and records of additions to or deductions from wages.
Further, I am not sure if you mean they are adjusting the schedule to meet the budget, or adjusting employee time records after they have already worked and paying them less than they actually worked. If it's the former, then that's just meeting the business needs - assuming there isn't a contractual minimum number of hours agreed upon beforehand whether in a policy or CBA. If it's the latter, then that's violating Wage and Hour Laws.
Nathanof PA11:04AM October 29, 2012
to "MS HINSON of SC":
Employers may use any timekeeping method they choose. For example, they may use a time clock, have a timekeeper keep track of employee's work hours, or tell their workers to write their own times on the records. Any timekeeping plan is acceptable as long as it is complete and accurate. If she is deleting texts before recording them elsewhere - that can lead to a problem. Each employer must preserve payroll records for at least three years. Records on which wage computations are based should be retained for two years, i.e., time cards and piece work tickets, wage rate tables, work and time schedules, and records of additions to or deductions from wages.
Further, I am not sure if you mean they are adjusting the schedule to meet the budget, or adjusting employee time records after they have already worked and paying them less than they actually worked. If it's the former, then that's just meeting the business needs - assuming there isn't a contractual minimum number of hours agreed upon beforehand whether in a policy or CBA. If it's the latter, then that's violating Wage and Hour Laws.
Nathanof PA11:04AM October 29, 2012
to "MS HINSON of SC":
Employers may use any timekeeping method they choose. For example, they may use a time clock, have a timekeeper keep track of employee's work hours, or tell their workers to write their own times on the records. Any timekeeping plan is acceptable as long as it is complete and accurate. If she is deleting texts before recording them elsewhere - that can lead to a problem. Each employer must preserve payroll records for at least three years. Records on which wage computations are based should be retained for two years, i.e., time cards and piece work tickets, wage rate tables, work and time schedules, and records of additions to or deductions from wages.
Further, I am not sure if you mean they are adjusting the schedule to meet the budget, or adjusting employee time records after they have already worked and paying them less than they actually worked. If it's the former, then that's just meeting the business needs - assuming there isn't a contractual minimum number of hours agreed upon beforehand whether in a policy or CBA. If it's the latter, then that's violating Wage and Hour Laws.
Nathanof PA11:02AM October 29, 2012
to "JACK of CA" :
Actually, they're correct in this article. Check out hte Department of Labor website. This is taken directly from their site:
"In general, the FLSA [Fair Labor Standards Act] does not require breaks or meal periods be given to workers. However, all employers covered by the FLSA must comply with the Act's break time for nursing mothers provision...Some states may have additional requirements for breaks or meal periods. If you work in a state which does not require breaks or meal periods, these benefits are a matter of agreement between the employer and the employee (or the employee's representative)."
The only States that mandate a break/lunch period are: California, Colorado, Illinois, Kentucky, Minnesota, Nevada, Oregon, Vermont, and Washington.
Every other state doesn't. Sorry to burst your bubble!
Nathanof PA10:55AM October 29, 2012
WOW...you are wrong on several points here...including the lunch and break laws..MOST states and federal law requires those.
jackof CA11:20AM October 25, 2012
Can your boss require you to text her in and out work times instead of a sign in sheet? She also fixes hours based on her budget regardless if she "takes away" time.
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Sherry Yielding of TX 12:12PM December 12, 2012
Union Made of TN 8:55PM November 04, 2012
Kyle r of FL 8:44PM November 04, 2012
Saturday Sportsman of OR 10:56PM October 29, 2012
Nathan of PA 11:04AM October 29, 2012
Nathan of PA 11:04AM October 29, 2012
Nathan of PA 11:02AM October 29, 2012
Nathan of PA 10:55AM October 29, 2012
jack of CA 11:20AM October 25, 2012
Ms Hinson of SC 7:09PM October 08, 2012