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https://www.expertlaw.com/library/employment-and-labor-law/your-legal-rights-after-bait-and-switch-job-offer
Your employer must not pay you less than minimum wage, and may not reduce your compensation for hours already worked, but may otherwise prospectively reduce your compensation. Your employer can reduce your hours, change your job duties, or lay you off based upon its assessment of its needs and financial circumstances.
https://www.inc.com/alison-green/when-promotion-and-raise-promises-fall-through.html
2. Be clear with your boss about your dismay that you were promised something that hasn't materialized. Do this politely and professionally, of course, but stand up for yourself.
https://blog.clausehound.com/what-legal-rights-do-i-have-where-an-employer-promised-shares-but-did-not-deliver/
When you say an employer has “promised” an employee shares, that can mean a few different things. If a verbal or oral agreement was made, it can be difficult to prove, even if it would otherwise be legally binding. If the shares were promised in a written agreement but never delivered, it can be much easier to force the employer to make ...
https://www.resume-now.com/job-resources/interviews/job-interview-employer-promised-to-get-back-but-its-3-days-after-deadline
And so is not always hearing back on a promised date. What you need to know about that promise to get back to you. Deadlines in hiring are rarely written in stone – and if they are, they just get a new stone. An employer may have some general timeline in mind, but even with the best of intentions things can happen to delay the process.
https://www.avvo.com/legal-answers/what-is-the-least-amount-of-hours-my-employer-can--935757.html
Employer No. 3 can define as "full-time" all employees who work 30 more hours per week. Employer No. 3 can define as "part-time" all employees who work less than 30 hours per week. Employer No. 3 can offer overtime opportunities to full-time employees and not offer overtime to part-time employees.
https://www.dol.gov/agencies/whd/fact-sheets/56c-bonuses
$10.00 per hour x 43 hours = $430.00 (total compensation for straight time) $430.00 + $50.00 (excludes $25.00 discretionary bonus) = $480.00 (total compensation) $480.00 ÷ 43 hours = $11.16 (regular rate) $11.16 x .5 = $5.58 (half time premium pay rate)
https://money.usnews.com/careers/articles/workplace-laws-your-employer-may-be-violating
The Fair Labor Standards Act requires employers to pay nonexempt employees overtime pay when they exceed 40 hours of work in a single workweek. Some states have more restrictive laws on the books.
https://www.workplacefairness.org/unpaid-wages
If the employee is paid an hourly wage of $9.25 per hour and worked 30 hours in the workweek, the maximum amount the employer could legally deduct from the employee's wages would be $60.00 ($2.00 X 30 hours), so the full $15.00 deduction for the cash register shortage would be allowed under law.
https://www.ilo.org/jakarta/info/public/fs/WCMS_561554/lang--en/index.htm
For more than seven years, Siti Sri Marni, 22 years old, was kept as prisoner in the home of her employer who regularly violently abused and deprived her of food, sleep and payment for long hours of grueling work. Her case was considered important in the fight for justice for domestic workers in the country as most of the legal cases involving domestic workers rarely …
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