Can my employer deduct my pay for being late?
My employer is deducting my pay after 5 minutes of being late. If I am 10 minutes late he will deduct 20 minutes from my pay. He says this is only up to 25 minutes which would be 50 minutes deducted from my pay. I want to know is this legal?
Can my employer dock my pay?
Florida follows the federal law (FLSA) on this issue so ....... YES your pay may be deducted for mistakes BUT the deduction can not take your pay for the week in question below minimum wage for every hour worked. if this was just a matter of low productivity then the answer would be NO but you clearly asked about a mistake that was your fault, that distinction in Florida and under FLSA makes this legal. the employer would have to be able to provide a verifiable dollar value or cost of the mistake in question and have proof of your responsibility for the mistake.... if the employer can not do that or if you are just making simple mistakes that decrease your productivity then the deduction can not be taken out. in either case you can be disciplined and/or could have your rate of pay decreased for all future work as long as you know about the pay decrease before any work is done at that new rate. see: http://www.dol.gov/esa/whd/regs/complian... since you did not include information such as type of employment/job, what the "mistake" was, how the value of the mistake is being determined, how much you make etcetera a definitive answer can not be given. it is safe to say that most likely the employer can not deduct anything from your wages. most issues such as this are a matter of quality or quanity of work and not subject to a deduction.
Can my employer dock my pay if I made a BIG mistake?
I work at a car dealership as a oil change tech. I forgot to tighten the drain plug on a car, and a few weeks later the car is towed back in! The engine is toast. My boss is now telling me I "HAVE" to pay the insurance deductible. SIDE NOTE: I make minimum wage in Maryland $10.10 I've read that he can't dock it below federal minimum wage....also I planned on quitting soon anyways (As i had another job lined up) Can I just leave now?
Is it ok for my work to charge employees for damages?
I can’t give a definitive answer as to whether it’s “okay” (partly because I have no idea what jurisdiction you are in), but my thought is that the employer probably can’t hold the employee categorically liable for any and all damage to the customers’ cars.This is because when the employee is working on the car, the employee is working within the expected scope of his job, and any negligence will be imputed to the employer; the doctrine is called respondeat superior. Even if you were “ordinarily negligent”, your negligence is the same as their negligence and that’s the risk they took by having you do it instead of doing it themselves. Also, the management should have liability insurance that will cover the damages. If you did something deliberately to sabotage the car, you could be personally liable.It’s possible, I suppose, that they could seek to dock you for small damages, that would be within the deductible of the insurance (typically $ 500). For the reason stated above, I don’t think this is actually “okay”, and I would regard that as a likely violation of the wage and hour law, but they might get away with it if (1) it was specified clearly in any employment agreement and it allows you at least minimum wage or (2) people fail to complain about the practice because they’re worried about losing their jobs. Employers have a fair amount of de facto power over employees in the “at-will” system because they can usually afford to lose the employee more easily than the employee can afford to lose the job.I would ask the manager to clarify the policy, but failing that possibly look for other employment.
My employer did not pay me for all of my hours worked. What do I do?
I suggest speaking first with the manager and then with human resources. If you work for a small business, then there may be more flexibility than if you work for a big firm. My company cuts checks twice per month and that’s all I get.I would focus on:Review your pay stub to understand WHAT you were paid for and what time frame. Also examine the deductions. You may have additional deductions you weren’t expecting.Why didn’t all of the hours you worked get picked up?Find out when you will get paid, and if not, if they can give you an advance against the hours/$$$.Good Luck!
Can an employer punish an employee for missing work, due to a court date?
The only “court date” for which an employer is legally required to allow you to take time off without penalty is jury duty. This does not mean they must pay you. Some states require employers to pay employees for jury duty, many do not.Otherwise, there are no laws in the U.S. specifically requiring an employer to grant you time off without consequence. The “rules” for a court date are based on standard practice and the company’s policies as published in its employee manual pertaining to time off.Typically an employee is expected to give an employer some notice of his or her intent to take time off for any purpose, and this would apply to a court date equally.At the risk of sounding facetious, an employer cannot physically compel an employee to come to work or remain at work under any circumstances. Obviously, if you have a court date, you do not want to miss it. The penalties, depending on what you’re going to court for, can range from fines to dismissal of the case (if you are the plaintiff) to jail time, so you should go regardless of your employer’s policies.All an employer is obligated to do is treat you equally with all other employees and in accordance with written policies. You can generally use personal time off (PTO) or vacation time for a court date, but you cannot use sick time (if your company separates this from PTO.)If your employer feels you have not given adequate notice, or that the amount of time you are taking off is excessive, or they are simply unwilling to deal with your absence, they are generally within their rights to terminate your employment. (This depends on whether you have an employment agreement and whether your company and/or state have an “At Will” employment environment.)You should ask your company HR representative to be sure.
Can my employer dock my pay for going below 80 hours? They say that for every hour below 80, my pay is docked $13.
A2AI’m partial to Jennifer Ellis’s answer. But I’ll dumb it down:You said bi-weekly on the bonus, so that makes me believe that you are working 40 hours per week, paid at two week intervals, and so that 80 hours is just a weird way for you to say “40 hours per week”You gave an hourly rate, and mentioned overtime, which makes me believe you are not a salaried employee, so you aren’t exempt from overtime rules due to being salariedBut you also said you get commission, which makes me believe you are in commissioned sales, rather than a straight salaried or hourly employee, which means you are exempt from overtime rulesDepending on what you’re selling, the commission rates you quote could either be extremely generous, or they could be absolutely terrible.If you are selling commercial aircraft, you could be making millions. If you are selling yachts or luxury vehicles, you could be making hundreds of thousands . If you are selling newspaper subscriptions or girl scout cookies, then you’re probably overworked for what you earn. If you are selling used cars, it’s a weird way to structure it, but it’s maybe OK if you like sales better than clerking some place.You’re probably exempt on everything but your pay being docked more than you are making from working, on an hour-for-hour basis.If you want someone to evaluate whether or not you have a good or bad deal, and whether or not that offer has value, you should talk to an employment attorney or maybe just your accountant.If you just want to know if either deal is utterly legal, you need someone capable of examining the deal structures in light of federal law.Again, if you are selling a Boeing 777 for $300M once every other month, you’ve just been given a raise from $27M/year on 1.5% commission to $36M/year on 2% commission. All the other money you’re talking about is less than pocket lint.If that’s your situation: quit bitching, work two years, buy your private island, and retire.P.S.: I have never known a single, good salesman who did not know, to the dime, what they would make if they landed a sale today, or pretended to be out on vacation for three days to delay that sale until the next pay period. Or which one was to their best advantage.
Are employers legally obligated to pay me for training?
The legal obligation of an employer to pay for your training and development? No, man.Let me explain. There are TWO kinds of training programs – in-house and external training programs. In-house training programs are FREE for all employees. External Training Programs are either identified by employees based on their future plans and career aspirations OR identified by employers based on their business requirement and the career plan they want to offer to their employees, the former are self-sponsored by employees while the later one is totally or partially sponsored by employers.Every organization has an L&D Policy. In some organizations where training programs are not sponsored by them, they make a provision in Variable Payment Payout Process (VPPP) and reward their employees with 1-2% of CTC for their self-development. Some guidelines followed by organizations are as follows:1) Companies sponsor the ENTIRE training program - They pay the cost of the Course + Time Off + Travel and Hotel (if any)2) Companies sponsor the PARTIAL training program - They pay the cost of the course + Time Off, however, they want the employee to manage the travel and hotel cost if any.3) Companies sponsor the SEMI-PARTIAL training program – They ONLY provide Time-Off. Everything else, including the cost of the course, is paid the employee.4) No Sponsorship – Everything is paid by the employee.I hope this information will be useful.l.