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Question
My husband employer lets him go on a Monday morning for being to slow wasnt tuning enought paid repairs out. He a sr master tech and was pulled of his jobs to fix other employees errors or work on the employers family vichles. he gets paid at the end of the week for that weeks work. He wss given his pay check on Saturday with no indication his employer had a problem. Was let go the next Mondays. On top the fact he has not allowed him to pick up his tool box and tools worth thouands of dollards his pay check was returned for 750.00. The bank has charged us fees which caused outstand amounts to bounce with more charges. He held his check 4 days before cashing it so we just found tjis out today standing at a cash out trying to purchase some items at a store. So we have a bounced check for 750 no tools so he was not able to start his job he was offered on Wednesday. What do we do?

Answer
You can do the following:

You can call the department of employment and let them know that he has not been paid for work completed and the check bounced. They will help him get the 750.00 and my help get his tools.

You can take the company to small claims court for the 750.00 and the tools. It is usually less than 100.00 to file in small claims court and you do not need an attorney.

You can let the police know that the company has written you a bad check it is illegal to do so.

You should definately and immediately file for unemployment insurance until you find another job.

Shirley

Employment Law

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Shirley McAllister, CPP, PHR

Expertise

I can answer questions about payroll laws and payroll tax laws and Human Resource laws and agencies. I can answer federal payroll and human resource law questions and most states; I do not have a knowledge of the local taxes for cities and counties within the state. If and when I can I will try and send you the website where you can reference the answer and where you can obtain more information as well as a contact number if needed for that particular agency. Some agencies I have worked with are IRS, Department of Labor (federal and state), Revenue Canada (and provincial governments), Inland Revenue, OSHA (0ccupational Safety and Health Administration); Social Security Administration and National Child Support as well as other agencies in Payroll and Human Resources. Some Laws I am particularly familiar with are FLSA (Fair Labor Standards Act), ADA (Americans With Disabilities Act), FMLA (Family Medical Leave Act) COBRA (Consolidated Omnibus Reconciliation Act ) , QDRO's, QMCSO's, and other support orders and garnishments, USERRA (Uniformed Services Employment and Remployment Rights Act,PPA Act (Pension Protection Act of 2006, As well as most other employment type acts. I am also well versed in the Title V Civil Rights Act and the HIPAA (Health Insurance Portability and Accountability Act).

Experience

30 years in Payroll and Human Resources

Organizations
SHRM (Society of Human Resources) APA (American Payroll Association) DOLEA (Department of Labor Employers Association) CPA (Canadian Payroll Association) NAPW (National Association of Professional Women) The Mentoring Network

Education/Credentials
PHR Certification in Human Resources CPP Certification in Payroll in U.S. Payroll Administrator and Payroll Supervisor certification in Canada

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