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Wanted to see if FMLA should have been in play, but not with that few employees. Does the doctor have anything he can copy or recreate? Generally speaking, "good cause" for quitting (that would not disqualify you from benefits) includes resigning for serious medical reasons. It's unlikely...

Let's start very simply. Did the employer have at least 50 employees at your job location or within a 75-mile radius of your job location? If not, how many employees in total, all locations?

Of course, the ones who are in the country illegally, have broken the law, too. Just sayin'.

They will most likely check your time sheets against the pay records. They don't care about net, they care about gross. It's not impossible that they would see something that would cause them to do more of an audit than just you, but unless they stumble across it, they just don't have time to...

I need to go back to this. This is not assault. This is you with a MAJOR major problem if you are scrubbing to the point of bleeding or bruising. You need psychiatric help.

But are there at least 50 employee at your job site or within a 75 mile radius of your job site?

This does not invalidate the exempt status unless the nonexempt tasks become more than 50% of your responsibilities. It is legal to add responsibilities without an increase in pay unless you have a bona fide employment contract that addresses this situation.

So, file a police report.

You can try the Civil Service Commission or the county attorney.

This is not illegal harrassment. It is a bunch of adults acting like children. Obviously the hint didn't work. Tell all of them to knock it off and quit acting like 6 year-olds.

They can require you to sign it. Legally. What are you so concerned about? Are the policies really that onerous? I actually don't see this as a contract. I see it as a statement of the conditions of your leave, all of which are legal conditions.

Then you can assume you won't be paid it and that would be legal. I imagine it was written that way to allow for exceptions.

What is the wording exactly?

No, you don't need to sign. Could you legally be fired for not signing? Probably. I can say that they cannot require medical recertification any more frequently than every 30 days. However, they can certainly require that you check in every 3 weeks and let them know how things are...

85 THOUSAND???????????? You didn't say that before. Get thee to an attorney versed in employment law immediately.

How do you know all this?

First of all, YOU were not doing anything illegal by working "under the table", unless you did not report all your earnings and paid all the taxes due. It was the employer that was in violation of a number of laws by intentionally misclassifying you. Second, they don't have to show you any...

Then the only option you have is small claims. Unless you were misclassified as an IC, the DOL couldn't help you anyway; they only deal with claims from employees. http://www.nycourts.gov/courts/nyc/smallclaims/forms.shtml This is not "salary", which is a term reserved for employees...

I've managed very large payroll operations for many years, so I'm not talking out of my hat here. Go see the answer I provided on the other site on which you posted this question.

SHE does not prosecute. The District Attorney decides whether to prosecute based on the evidence. What did I say yesterday? No, she cannot hold your paycheck. You would have to sue in small claims court to recover the unpaid wages.