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It's too late to edit your post now, over a month later. The edit option is only available for a short time after you post.

Short answer. No. Poor communication, probably. Violation of a law? Not even close.

Oh, knock it off. Not ALL oral agreements are contracts. I said "may or may not be". If it hadn't been me that responded, you wouldn't have said word one.

Didn't we all say that about 35 posts ago? :rolleyes:

YOU don't have a case, but I agree with cbg that your husband does.

You're invoicing your "employer"? Invoices are normally submitted by independent contractors to their customers, not employees to their employers. Verbal agreements may or may not be enforceable. Contact an attorney.

I still don't understand. First of all, what does a "broadcast engineer" do exactly? Secondly, is the employer saying that, if you do not work XX number of days in a year, your vacation will be used to make up the days for which you are not called out? Thirdly, is the employer saying...

You were told at least eight times in this thread what was legally required (none of it) and what recourse you might have. We get tired of trying to bang things into people's heads. If there was a "but what if?" this situation or that situation, we would have told you so.

WAY too long, including that huge block o' text near the beginning. Someone may have the time to try to wade through it, but sorry, it's not going to be me.

You could file for the days in August now. Or, since it's so close to 10/29 now, you can wait and see if you need to combine all the days into a single claim.

A scam, as in they are never going to pay you and never intended to pay you? Depends on how the company responds to communication from the state DOL regarding your unpaid wages.

I will go back and answer this question on your other thread.

And what the heck is "subliminal harrassment" anyway? What, in fact, were the actions/words that you considered "harrassment"? Except for certain medical information, the company can disseminate any information that is true, they believe is true, or represents their honest opinion.

Yep. I knew you knew better. ;)

Honestly, how it is earned, accrued, taken, whatever is ALL irrelevant. Unless you have a contract requiring earned but untaken vacation be paid out at termination, the employer does NOT have to do it. Period.

Huh? "Salaried" is merely a pay method. Are you exempt or nonexempt? What type of work do you do (not your job title, but your duties) and what type of business is this (not its name). Generally speaking, your "salary" may be supplemented by vacation if you do not work the requisite time...

Please post your question once only. I just responded in the other forum in which you posted.

Signing a "write-up" does not mean you agree you did anything wrong. It means you have been informed of the employer's stance on the situation. Refusing to sign it can be considered insubordination. "Harrassment" is in the eye of the beholder. Unfortunately, "intent" is irrelevant...

The poster is free to take the employee manual to an attorney for review to see if it rises to the level of an enforceable contract. The HUGE majority of them don't and any halfway decently written employee handbook/manual will include a disclaimer specifically stating that it does not...

Have you spoken with your employer (the staffing company)? Unless they can place you somewhere else immediately, I'm not sure why they would enforce this agreement. They're going to lose the business anyway. But, I'm not an attorney, so check back for further responses.