r/EmploymentLawTopics

Hi. I have suspected, but finally had a cyber forensic analyst do what he does and I now have proof of the date, time etc that my phone was originally accessed and ALL of the photos, emails, settings changes, wifi changes, account changes, etc that have been done. I am FLOORED. AND MORTIFIED. I WANT TO RUSH IN TO THE BUSINESS AND GO OFF, I WANT TO CALL POLICE, I WANT TO SCREAM, I want to go online and put a review of the business. But I DONT HONESTLY KNOW WHAT TO DO

I'm in New York state. My job asks us to come in up to 7 minutes early and clock out up to 7 minutes late. Turns out both those 7 minutes are not included in our time card and are automatically rounded (to the nearest 15 min interval) so that we are not paid for either of those times. (e.g., clock in at 7:55am, clock out at 4:07pm. they would round it to 8 and 4, meaning 12 minutes of your labor goes unpaid). No matter who shows up early or late, someone is losing wages due to this rounding policy. I did the math and for 2025 I lost about 22 hours of paid labor due to rounded wages. I was unaware of this rounding rule until today. Additionally, one day I clocked out at 8:09am and I caught my boss changing my time clock to 8:07am (which would then be rounded to 8am meaning I wouldn't get paid for that time). I called him out and he changed it back. but point being that this time card rounding policy is constantly taking wages away from workers. Is this legal? How are they getting away with this?

EDIT: I forgot to mention that we are penalized if we clock in 8 minutes early or clock out 8 minutes late since our company doesn't want to pay us overtime (and they've told us this many times). They will give you an occurrence each time you clock in 8 minutes early/clock out 8 minutes late. If you get enough occurrences they will fire you.

A Greedy Corporation. A Labor Union. A mob of stressed out Employees. A dysfunctional Family. A Taco Truck. And an Alligator who thinks she’s an Iguana. What could go wrong?

http://library.biblioboard.com/content/7fa9dc6a-2c46-478a-8d11-6e1e04048b69

Location: Tampa, Florida

At Will State and Termination

Hypothetically, imagine you are at work when you suddenly become extremely ill with a severe gastrointestinal episode. It comes on so quickly that reaching the restroom in time is nearly impossible. You rush there as fast as you can, and because you’re wearing a short summer dress, some of the illness ends up on your leg before you can make it inside. You clean yourself up as thoroughly as possible under the circumstances.

Shaken and embarrassed, you ask a coworker to notify your supervisor that you have a medical emergency and will return as soon as you can. After regaining some composure, you come back to work.

Shortly afterward, the CEO approaches you with a text message from the building owner. In it, you see your name alongside a statement claiming you “defecated in the hallway.” You are stunned and mortified. You explain that you did have a medical emergency but were completely unaware that anything had occurred outside the restroom.

The CEO returns to her office. Wanting to be responsible and transparent, you send her a private message apologizing and clarifying again that you had no knowledge of anything happening in the hallway. You even offer to apologize directly to the building owner. She replies that they were concerned about your health and that the matter does not need further discussion.

The next morning, you arrive at work as usual. Before you can reach your desk, the CEO meets you and brings you to the conference room. There, without warning, you are terminated on the spot. The only explanation given is that “the managers do not think this is going to work out.”

You are shocked. You had never been reprimanded, coached, or told that your performance was lacking. In fact, your supervisor had consistently praised your work and had just assigned you two new cases to manage — clear evidence that your performance was strong and valued.

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