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Employee. Honest. These companies have been getting reported and fined for a few years now for this exact same thing.

Well, you WERE an employee, the company misclassified you. On purpose, I'll bet. There have been numerous of these companies who have been caught misclassifying installers as independent contractors, when they should have been employees. File the wage claim anyway, and note that you believe...

You're welcome.

Revised (or new) court orders are generally not issued or required for the additional interest that has been accruing on the unpaid portion. Let us know about what payroll says when you ask them about the new unpaid balance.

I can understand the rule. You knew there were deductions involved in this coverage and you waited 10 months to bring it to the attention of anyone. You have the responsibility to mitigate your damages, and you did not do so by failing to perform such a simple task as reviewing your pay stub.

Actually, I'll bet if you read the original order, you'll find that it includes interest accrued until paid in full and possibly attorney's fees. What payroll does (or should do) is, when you get close to the original amount of the order, they call the court and get a new amount to account for...

The employer doesn't just make this stuff up. How much is being deducted from each paycheck?

Then yes, it is legal to put you on an unpaid leave awaiting your exam.

I don't know what "Protective Medical Leave" is (it's not a employment term in any law). What it sounds like is that they are placing you on unpaid leave until your fitness for duty can be determined. With very limited exceptions, that is not illegal. Are you an exempt employee? Paid a...

OK, then. You'll have a better chance to get more than just minimum wage with a small claims action.

This brings up a related issue. Were you outside sales?

That is correct with the federal DOL. That is not true with a small claims action. What I recommend is that you send a certified, return receipt requested, letter to the employer, demanding your pay within XX days (say 7) or you will have no choice but to file a court action. Maybe that...

Or you can file a small claims action.

The fact that there were no warnings will be to your advantage. That is what you want to focus on. "The statement I made to he customer was (whatever it was). Statements were made by others to the GM that did not accurately reflect what I said. I did not know my statement was in...

All you can do is tell the truth. Do not volunteer extraneous information, however. All that stuff about the owner's son is not relevant to your defense. Address ONLY what you are asked and ONLY relative to the incident that resulting in your separation from employment.

The EEOC does not tell people who call on the phone that they "have a case". They tell you to file a complaint and they will investigate. The EEOC handles discrimination issues. What protected characteristic of yours (age, race, gender, religion, etc.) are you claiming is the reason for...