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So I still don't know what you did. Did you fake the reports to show that you reached the goals when you didn't?

I don't see why not, unless the money is going/went into a country that US Law prohibits transfers into.

If they would require that of workers NOT on FMLA, they can require it of you as well.

In Illinois, yes they may because there is no law that says they can't. Are you on intermittent FMLA by any chance?

So, did they SAY you were fired? Or did you just assume that MEANT you were fired (vs. not being welcome as a customer, which the law allows them to do)? If you were fired because you filed a work comp claim, that would be illegal. See a local attorney to discuss.

What did the unemployment commission say was the reason for your denial? Have you appealed? What exactly were you doing that got your fired?

Are you on intermittent FMLA?

I would have fired you, too. There is absolutely NO excuse for saying what you said to your co-worker. I don't care if she's green.

Actually, PA law doesn't require rest breaks at all. OSHA merely requires the employees be given "adequate time".

Yes, it would be illegal.

Of course it's legal. Why would you think it wouldn't be?

This site is primarily for US Law. I don't think we have any regular responders here that are conversant in Canadian law, and they are very different.

Ouch. Then maybe 18-24 months would be reasonable. If I were the employer, however, I would write off at least some of this to "we should have audited our records more carefully and it's our own dayum fault". But that's just me. :angel If I were the employer, I would also write up a...

cbg is better at that than I am. If you're talking about Green Hornet, I have him on ignore for a number of reasons.

You still can't work and not be paid. Period.

Such a deduction from pay, even if allowed by CA law (I'll get back to that in a second) cannot reduce your pay to below minimum wage nor can the deduction be made from overtime wages (which don't seem to be an issue in your situation). That is federal law. Here are the rules regarding...

So, does the SSN show on the pay stub? If it is incorrect, your BF should contact HR or payroll to get it corrected. It buys the company NOTHING to have an incorrect SSN. In fact, the IRS can fine the employer $50 for misreporting the SSN on the employee's W-2.

No, that isn't what I said. You CANNOT go without pay for a full workweek. That is NOT legal. The AMOUNT that the law requires you be paid is dependent upon whether you are exempt or nonexempt. I'm assuming by "skilled worker" you mean manual labor (simplistically speaking, not meaning it...

"Hourly" and "salaried" are merely pay methods. For purposes of your questions, I will assume that by "salaried" you mean exempt. First question. Absolutely not. Nonexempt employees MUST be paid at least minimum wage for all hours worked and exempt employees MUST be paid at least...

OK, then I ignore "anonymous" letters, emails, phone calls, etc.