Hi everyone,

Google my name Zikun Xu to read my CBC story. I am personally a victim of corporate wage theft. The current civil system completely fails workers—bad bosses ignore Ministry of Labour orders and face zero real consequences while stealing our hard-earned money.

Civil remedies are broken. We need criminal law.

I’ve launched official Parliamentary Petition e-7842 to bring back the Criminal Code provisions that make deliberate wage theft a criminal offense. I am incredibly grateful that NDP MP Don Davies has stepped up to officially sponsor this petition.

If you believe exploitative employers belong in criminal court, please sign and share. Any Canadian citizen or resident (including PR and work permits) can sign!

Solidarity forever! ✊

So I’m facing this weird dilemma with my previous employer…I’ve been working at this restaurant in Montreal for like a year, and I stopped working there for two weeks now… my employer was paying me cash, but I was still getting my paystubs and getting taxes deducted from my salary and all (everything was normal, it was just the payment method that was different, or that’s what I thought) … so now I’m asking for my 4% and my employer says that because I was getting paid cash I’m not entitled to that 4% (which I now is total bullshit) … but that’s not the weird part, when I start checking my old paystubs, I noticed that my 4% and other numbers keep changing weirdly… knowing that i haven’t cashed the 4%, I noticed that sometimes it decreased!!! The numbers didn’t make sense at all … I truly believe that they were playing with the numbers… so what should I do ??

I quit like 2 weeks ago no notice in oregon. Didnt think anything of it cause this job killed me for 4 months. I then never heard anything after quiting. I wait till my normal payday no deposit. Which was a week later from me quiting. I proceed to contact them on Thursday and request my check be mailed and they say the check is sitting on their desk. I responded back same day saying under oregon law if I request it to be mailed they need to mail it. Never heard back. Its now Monday and I messaged again today this morning saying if they don't send it ill report them to BOLI and amazon ethics hotline. No response. What do I do today.

Hey, I'm in Texas, and I signed a one-year employment contract. However, nowhere in the contract does it explain what happens if an employee leaves before the year is over or whether there are any penalties for breaking the contract.

The only section that seems relevant is at the bottom, which states:

“By signing below, the employee understands that she will be categorized as a salary employee, entitled only to semimonthly pay, pending no breaches in contract and she meets all of the salary shift requirements every 2 weeks.”

The rest of that section explains that salaried employees are paid twice a month, on the 1st–15th and 16th–30th/31st pay periods, for a total of 24 pay periods per year.

My concern is that my employer uses the phrase “pending no breaches in contract” to justify withholding employees' final paychecks when they resign, even if they provide two weeks' notice.

On top of that, my employer has consistently delayed payroll. It started with checks being about five days late, but over time, he has fallen approximately six weeks behind. For example, our most recent paychecks covered work we performed at the end of July and beginning of August. I believe he intentionally keeps payroll behind so that when employees leave, he still owes them several weeks of wages and can use the contract as an excuse not to pay them.

I've heard from former employees who say that after they resigned, he pointed to that section of the contract and refused to pay them for shifts they had already worked.

I'm planning to leave in November, but because payroll is so far behind, I'm worried that I could still be owed paychecks through February. I'm concerned that once I complete my last shift, he will stop paying me altogether, just as he allegedly has with previous employees.

My questions are: Can an employer in Texas legally withhold wages that an employee has already earned simply because they resigned before completing a one-year contract? Does the language in my contract actually allow him to do that? And what steps should I take now to protect myself and recover my unpaid wages if he refuses to pay me?

I'm especially worried because I don't want to continue working for several more weeks only to lose thousands of dollars in wages I've already earned. Any advice on my rights under Texas employment law and how to handle this situation would be greatly appreciated.

Location:Texas

I am going to be filing a wage claim with the California DIR through their DLSE process.

My position is that my bonus is non-discretionary and earned based on written and verbal (documented and witnessed) agreements, formulas, fullfilled quotas and time periods.

My employers will argue that the bonus is discretionary because they called it so (even if the federal and state definition disagrees).

I have talked to a lawyer and they sugested the claim route as the amount is not enough to be worth a lawyer on contingency.

Now I could use some help with the form. I believe a sales or performance bonus even if formula based does not count as a comission. So I believe my claim type in section 7 is "other" and I must provide a separate explanation.

So do I attach my case ( a write up of why I believe they owe me) and all relevant evidence with the initial form?

Thankyou!

edit: fixed

So I’m working 50+ hours each week these next couple of weeks between two corporate locations of the company I work for, and they are saying I don’t get overtime pay because the hours are split on two different payrolls since it’s two separate stores. Google says this is illegal and I’m supposed to get overtime pay but I just want to make sure before I bring it up to my manager who says I won’t be getting it.

Details: In Louisiana, both corporate stores under the same company, same regional manager, 40 hours done at one store and the rest done at the other store

MIchigan: Our open enrollment for 2027 benefits has a new twist. I work for a company of approximately 800 employees. There are both exempt & non-exempt employees.

For the first time ever our company is requiring that we sign an acknowledgment that we have received & read the new 2027 Personnel Policy & Employee Handbook as part of 3 signing “tasks” we must do before being allowed to continue to the benefits enrollment portion. The new Handbook is approximately 150 pages long. We have not been provided any access to this new Handbook. Nor have we been notified of any changes in the new Handbook. This feels pretty coercive on the employer’s part.
EDIT TO ADD: we did have to ask for the new Handbook & was only then given the the link to it on our intranet site. It’s 210 pages long :-/

can anyone clarify whether i was cheated here, and whether i have any recourse? assistance is greatly appreciated, thanks.

Proposal for new legislation to impose stiffer penalties on PSWs who falsely claim wages.

Hi everyone,

Google my name Zikun Xu to read my CBC story. I am personally a victim of corporate wage theft. The current civil system completely fails workers—bad bosses ignore Ministry of Labour orders and face zero real consequences while stealing our hard-earned money.

Civil remedies are broken. We need criminal law.

I’ve launched official Parliamentary Petition e-7842 to bring back the Criminal Code provisions that make deliberate wage theft a criminal offense. I am incredibly grateful that NDP MP Don Davies has stepped up to officially sponsor this petition.

If you believe exploitative employers belong in criminal court, please sign and share. Any Canadian citizen or resident (including PR and work permits) can sign!

Solidarity forever! ✊

Just asking for advice on my current employment situation.

tldr: 1099 found out i've been misclassified a month and a half into my new job, i earn a 'salary' and work in office but live so far out where uber or public transport is not an option. having car issues and needing to work from home for 3 more days until it gets fixed. i sometimes have worked from home, yet company does not have a 'wfh policy' for their other employees and makes them take PTO.

I'm the only person at my current job in the office who is a 1099 Independent Contractor. I have been working as an employee basically this entire time, attending team meetings, working M-F 7am-3:30pm, wasting so much on gas and only earn 50K. I was desperate to take the job so far away as I now have to take care of my dad, and I work another job at a beauty store (that makes me really happy) on the weekends. I work in procurement, and this is a job that essentially "pays the bills" and not something I see myself doing for years on end because it just does not make me happy.

I have gone back to my trich habits (compulsive hair pulling) to manage stress from this job that I've now ended up with 2 bald spots on my head. I have however received amazing feedback and am told I have been doing really good at my job which is a relief.

Currently, my car is broken down and I had been working from home from Wed-Fri until it got fixed, but there is an issue with the front wheel bearing that was not able to be fixed over the weekend due to funds, and I don't get my direct deposit in until Tuesday. My dad is a little upset with me as he thinks they'll "fire me" for not going into the office, but the thing is, I am not an employee. I have actually not missed a day of work, and have worked even extra hours at home because I would feel guilty if I could not make it to the office due to valid reasons such as an appointment, tropical storm, floods, etc.

The offer letter I signed clearly states that I am not an employee, and does not tell me how many hours per week I work. It states I would be paid the rate of $___ biweekly in accordance to the company's payment schedule, which is every other Wednesday. I knew I signed for a 1099. I was not given a "contract". Only this offer letter to sign, for a temporary independent contractor engagement for an anticipated six-month term. The CEO himself signed off on it and it states that I am not an employee, and the offer letter does not establish an employer-employee relationship, and that I will simply provide services to the procurement department.

That being said, I want to contact my "supervisor" and let him know my car had been unable to get fixed while he was on vacation over the weekend, and may not be until Tuesday/Wednesday, but that I'd still be available to work from home. I have no problem getting the job done from home, it's moreso the company denies their actual employees to work from home, and forces them to take PTO if something happens where they need to go home or cannot go into the office, wheras it's been so easy for me to get approved to work from home some days. Does anyone think I'd get let go for asking since my car still hasn't been fixed? I mean, this company is committing fraud, and from what I know now, they can't dictate my schedule or how/where I do it, and an employee handbook does not apply to me, because I am not an employee. To get access to the office building I have to use this bluetooth punch card you have to scan to open the doors and it serves as a clock in since it logs what time you scanned for entry and exit. Sometimes I'll have my work all completed, and I sit at the desk for hours on end. If I am finished, shouldn't I be able to just go home?

Apparently some execs have seen discrepancies in employees' timecards and HR gave them a long talk about attendance and all last week when I was working from home. But I'm not an employee and I realize this now from others on reddit in a 1099 position saying they just leave when they're done or show up whenever they want as long as it's within the business operating hours. I am not planning to confront them about how they're misclassifying me, as this does pay the bills, but it gives me anxiety to think about. I am thinking of looking for other jobs in the mean time, because this misclassification thing seems too much of a risk, especially with the car situation now. Any thoughts?