- Jurisdiction
- Florida
I have a multi-pronged issue starting with wage theft and thru this I've discovered I was previously given a bait and switch promotion, which they are trying to take away from me now.
After 6-years of employment my new Director decided he wanted to reign in my Overtime. He tells me he wants to get me a timesheet code I can enter to move some hours he doesn't want in his budget to another department. Ends up he pulls a fast one and divided my duties into exempt and none exempt duties and forces me to become an independent contractor for everything in my schedule beyond 31 hours.[/URL] I research this and learn I can't be both under the same employer. I complain my OT consideration has been taken away and those hours no longer count to my YTD hours worked. I work under this dual employment status a few times just to get it recorded in my pay-stubs. Then I report the issue to my Supervisor "in writing" and turn in my Director for to HR.
That didn't go so well; I found myself demoted and had to defend myself to HR for receiving what they called unauthorized hours and benefits. The irony, I found myself accused of. How can they do this, they make up the schedules, they decide my assignments, plus I have record of all my approved timesheet's?
So this eats up months of time defending who approved what and to this very day, the people involved are deflecting responsibility. HR won't share the true details of who approved what and I'm left holding the bag and they tell me the the actions my Director took against me are final.
So I phone our Payroll department because I'm having difficulty collecting my PTO benefits that my HR representative wouldn't help me with and I get a slew of information from them. I then forward that to my Supervisor who in turn forwards this to HR. I'm allowed to take my vacation and while away I begin to piece together my employment status and it's not what I thought and I learn I was deceived.
I was hired as a Part-time employee, and we had strict rules about surpassing 1560-hours. One year I exceeded this threshold by 30-hours and got read the riot act and threatened with a layoff if this ever happened again. So I began tracking my hours manually since my Manager didn't seem to have the aptitude to keep up with things and I started doing my own monthly 52-week look-backs. If we appeared to be getting close, I'd take more hours at a second job I was working and I'd even out the load between both Jobs.
At that time I also started looking for another job because I needed health benefits and my spouse wanted to retire, and I was on that benefits plan.
Then in 2015, a special project came up, and my Manager worked me far too many hours. I let it ride because by now, 3-years later, I had a job prospect lined up and was waiting for confirmation after completing the final interview where it was down to me and one other candidate.
My manager called me into his office, and I figured the cat was out of the bag. Either the other employer called him, or I was getting the Ax because I was two weeks out from crossing 1560-hours. So I enter the room with my resignation in hand with nothing to lose.
He wouldn't accept my resignation, told me my layoff was off the table and my Manager offered me Regular Full-time if I'd withdraw from the other employer's consideration and drop my second job. He gave me a weekend to decide, and I accept and did as he asked.
.
20-weeks pass and finally my manager tells me I'll see Regular Full-time status in my profile and I do. HR contacts me to sign up for benefits, and I see blue skies again, or so I think. My Manager retires, and I'm put under this new Director I started the story with.
It turns out my Manager got me a lesser Regular Full-time status with a weekly range of 30 to 39hrs/wk with no restrictions. That exact classification doesn't show in my employee employment records, just the Regular Full-time status. However as mentioned Payroll sent me info defining and explaining my status. It's not the straight 40 I was promised, and my new director says he's not obligated to honor my previous title, schedule, hours or benefits the previous administration secured for me and he's reducing my hours to drop me off benefits.
Looks like I'm being shown the door. They appear afraid to fire me. Do I have any options? I still have a job, but with a 45% hourly reduction, my savings are becoming depleted.
After 6-years of employment my new Director decided he wanted to reign in my Overtime. He tells me he wants to get me a timesheet code I can enter to move some hours he doesn't want in his budget to another department. Ends up he pulls a fast one and divided my duties into exempt and none exempt duties and forces me to become an independent contractor for everything in my schedule beyond 31 hours.[/URL] I research this and learn I can't be both under the same employer. I complain my OT consideration has been taken away and those hours no longer count to my YTD hours worked. I work under this dual employment status a few times just to get it recorded in my pay-stubs. Then I report the issue to my Supervisor "in writing" and turn in my Director for to HR.
That didn't go so well; I found myself demoted and had to defend myself to HR for receiving what they called unauthorized hours and benefits. The irony, I found myself accused of. How can they do this, they make up the schedules, they decide my assignments, plus I have record of all my approved timesheet's?
So this eats up months of time defending who approved what and to this very day, the people involved are deflecting responsibility. HR won't share the true details of who approved what and I'm left holding the bag and they tell me the the actions my Director took against me are final.
So I phone our Payroll department because I'm having difficulty collecting my PTO benefits that my HR representative wouldn't help me with and I get a slew of information from them. I then forward that to my Supervisor who in turn forwards this to HR. I'm allowed to take my vacation and while away I begin to piece together my employment status and it's not what I thought and I learn I was deceived.
I was hired as a Part-time employee, and we had strict rules about surpassing 1560-hours. One year I exceeded this threshold by 30-hours and got read the riot act and threatened with a layoff if this ever happened again. So I began tracking my hours manually since my Manager didn't seem to have the aptitude to keep up with things and I started doing my own monthly 52-week look-backs. If we appeared to be getting close, I'd take more hours at a second job I was working and I'd even out the load between both Jobs.
At that time I also started looking for another job because I needed health benefits and my spouse wanted to retire, and I was on that benefits plan.
Then in 2015, a special project came up, and my Manager worked me far too many hours. I let it ride because by now, 3-years later, I had a job prospect lined up and was waiting for confirmation after completing the final interview where it was down to me and one other candidate.
My manager called me into his office, and I figured the cat was out of the bag. Either the other employer called him, or I was getting the Ax because I was two weeks out from crossing 1560-hours. So I enter the room with my resignation in hand with nothing to lose.
He wouldn't accept my resignation, told me my layoff was off the table and my Manager offered me Regular Full-time if I'd withdraw from the other employer's consideration and drop my second job. He gave me a weekend to decide, and I accept and did as he asked.
.
20-weeks pass and finally my manager tells me I'll see Regular Full-time status in my profile and I do. HR contacts me to sign up for benefits, and I see blue skies again, or so I think. My Manager retires, and I'm put under this new Director I started the story with.
It turns out my Manager got me a lesser Regular Full-time status with a weekly range of 30 to 39hrs/wk with no restrictions. That exact classification doesn't show in my employee employment records, just the Regular Full-time status. However as mentioned Payroll sent me info defining and explaining my status. It's not the straight 40 I was promised, and my new director says he's not obligated to honor my previous title, schedule, hours or benefits the previous administration secured for me and he's reducing my hours to drop me off benefits.
Looks like I'm being shown the door. They appear afraid to fire me. Do I have any options? I still have a job, but with a 45% hourly reduction, my savings are becoming depleted.