Tricks Employers use to save themselves money: Don’t Get Cheated
- Sudden policy enforcement: Being written up for small issues that were never addressed as a problem before in order to make a file with HR
- The Nit-picky paper trail: If your employer begins compiling a paper trail of subjective or personal complaints about your performance following your filing of a workplace grievance with HR.
- Fabricating Layoffs: Pretending to make layoffs out of necessity do to failing business. You know something’s fishy when just a one or two employees or even a small group is “laid off” who filed complaints, raised concerns about work conditions or all belong to a certain group.
- Passive aggressive nudge: When they’re afraid to fire you and attempt to get you to quit by making you miserable at work. In some cases this can be deemed wrongful termination by way of hostile work environment.
- Suspicious timing: Getting laid off before you were due for a large bonus, pension or pay increase as set out in your contract. Also, if you were to begin getting benefits or an increase in benefits.
- Sick leave termination: If your employer issues a termination immediately after any legal sick leave period as set in the Family Leave Act, has been exhausted instead of allowing you to return to work while exploring options of working with you through the illness.
- Suddenly you’re too disabled: If you were terminated because suddenly you are unfit to complete the job as required. If they change the job description, or you were injured on the job this can be discrimination as well as wrongful termination.
Tricks to Avoid Paying Overtime
- Fake promotion to manager: Simply giving you a new title doesn’t exempt you from getting overtime pay. Some employers attempt this and unfortunately get away with it. Your specific job definition determines if you are entitled to overtime pay, not just the title. Check out the Manager Exemption here, if you currently make less than $28,800 a year then most likely you qualify for overtime.
Working Off the clock: Any time you spend “working” must be paid. This includes when you arrive at to change into a uniform, or remain at work to perform “closing duties” etc, after clocking out. Forcing an employee to work off the clock is illegal, no matter the time it takes to complete this work.