J
jgo
Guest
What is the name of your state? ca
I am employed for an incorporated-non-profit organization. Within the given rules of employee conduct, workers were expected to attend bi- weekly (hourly) meetings. Each week that I attended the meeting I had added the hour's meeting to my time sheet(realizing that this org. was violating the law) since for years,as mandated by the employer the meetings has gone unpaid for all the various employees who decided to just go and be unpaid. well, over the course of a few months , I possibly was the only person being paid for the meeting time-but rightfully so. Quite a stir happened when I spoke openly to my co-workers about the fact that insistence and mandatory attendance at meetings(that went unpaid) was against labor law. as this trickled to the staff I finally was approached and asked to change my timesheet, to reflect an hour deduction off my timesheet. As I sat with 2 supervisors I reluctantly watched my supervisor cross off the time and rebalance my hours to reflect the change. now friends, to the question-should i pursue the one hour unpaid? I received a paycheck minus this time and now the org. has made the meetings non-mandatory-probably coming to the profound realization that they had been breaking the law! so as it goes, it is apparant to me that one hour is miniscule but what are the grievances that could be filed for all those who had attended meetings for months or even years?
I am employed for an incorporated-non-profit organization. Within the given rules of employee conduct, workers were expected to attend bi- weekly (hourly) meetings. Each week that I attended the meeting I had added the hour's meeting to my time sheet(realizing that this org. was violating the law) since for years,as mandated by the employer the meetings has gone unpaid for all the various employees who decided to just go and be unpaid. well, over the course of a few months , I possibly was the only person being paid for the meeting time-but rightfully so. Quite a stir happened when I spoke openly to my co-workers about the fact that insistence and mandatory attendance at meetings(that went unpaid) was against labor law. as this trickled to the staff I finally was approached and asked to change my timesheet, to reflect an hour deduction off my timesheet. As I sat with 2 supervisors I reluctantly watched my supervisor cross off the time and rebalance my hours to reflect the change. now friends, to the question-should i pursue the one hour unpaid? I received a paycheck minus this time and now the org. has made the meetings non-mandatory-probably coming to the profound realization that they had been breaking the law! so as it goes, it is apparant to me that one hour is miniscule but what are the grievances that could be filed for all those who had attended meetings for months or even years?