Hi! Our entire team of around 10 regular employees in a BPO company was informed that we would be placed on floating status starting November due to changes in our client’s requirements.

However, we were told that our workload will be transferred to another team overseas, not that the work itself will stop. Our company will try to reassign us to other accounts, but we may have no salary after our leave credits are consumed.

I also want to clarify that I no longer wish to work for this company, even if they offer me reassignment to another account or position. However, I do not want to resign because I want to preserve any rights or benefits I may have if the situation is considered redundancy, termination, or constructive dismissal.

I just wanted to ask if this situation could potentially be considered redundancy instead of valid floating status.

Has anyone experienced something similar, or can anyone knowledgeable in Philippine labor law share their insights? Thank you!

Is paying straight time for all hours worked even if they don't hit 40 hours legally required for salaried non exempt employees?

Fired without explanation after raising ethical concerns at a mental health facility. Now dealing with not being paid the day of firing which is illegal in this state, and possible evidence I was fired unjustly. Do I have a case? (Massachusetts)

For context, I’m a pre-licensed mental health counselor in Massachusetts. I started working at a substance abuse/mental health treatment facility in late August 2026, making $70,000 annually as a salaried employee.

**Here’s what’s happened:**

**1. Questionable workplace practices and working conditions**

Shortly after starting, I began noticing several concerning practices.
We were severely understaffed. Almost ALL times, there were only two of us physically working at the facility, with little to no in-person supervision. -I was a pre-licensed therapist and him only an intern.

I was responsible for facilitating PHP/IOP groups, conducting individual sessions, completing intakes, documenting services, and handling other clinical responsibilities.
My workload kept increasing, including being assigned approximately eight individual clients weekly on top of my other responsibilities.
I was repeatedly asked to arrive early despite being salaried, and the workload and expectations felt increasingly unreasonable.
We sometimes lacked basic supplies needed to facilitate treatment groups because the owners hated spending money. (I have this in writing via email)
I felt there was a significant lack of clinical support, yet I was constantly receiving directives and criticism.

**2. Ethical concerns involving client care**

This is where things became particularly concerning.
I began feeling pressured to encourage clients to participate in treatment decisions they weren’t necessarily comfortable with. In one situation involving a client’s FMLA paperwork, I was instructed to enter a specific treatment start date and encourage the client to begin treatment on that date.
I expressed discomfort with this because they wanted me to write a date SHE HAD NOT AGREED TO. I was then instructed to fill out information on the paperwork, and hand it to her while “encouraging” her to reconsider her start date (which she had already reconsidered at least 1 other time). I also became concerned that financial considerations were influencing certain treatment-related decisions.
During the conversation with the client, I expressed concerns about the pressure surrounding their treatment start date. The client subsequently raised concerns and then got very angry and asked me why everyone was pressuring her and to quit lying. I told her the truth, that I was told by my supervisor and higher up’s to put that date & attempt to have her change her mind because of them wanting a higher census which makes them more money. My supervisor questioned me about why financial motivations had been mentioned, I told her that I had told the clients I was told by her (my supervisor) and hire ups to tell her to start on that date.

I was also given instructions regarding withholding this FMLA paperwork from that client because “she might falsify information for her own benefit”, which raised additional ethical concerns for me.
I was increasingly worried about being placed in situations that could jeopardize my professional license.

**3. Suddenly terminated without explanation**

On October 20, 2026, the owner terminated my employment during a Microsoft Teams meeting.
I was not given a reason for my termination during that meeting.
The timing is what concerns me. This happened shortly after the situation involving my concerns about client treatment, documentation, and financial motivations.
I understand Massachusetts is generally an at-will employment state. However, I’m wondering whether raising concerns about potentially unethical practices could create any protection against retaliation.
I’m not claiming I can prove retaliation at this point, but the timing and circumstances have made me suspicious.

**4. Payroll discrepancies & Final Wages**

This is another major issue.

I did not receive an accessible final paycheck when I was terminated.
The owner emailed me a PDF/electronic check, but my bank (Chase) confirmed they could not accept that type of check.

I didn’t get paid until today.
I lost access to the payroll application where my paystubs are stored.
I contacted HR requesting access to my latest paystub and received no response.
On October 21, the company responded that they had issued a direct deposit.

**5. Actions I’ve taken so far**

I’ve filed a wage complaint with the Massachusetts Attorney General’s office regarding the payment issues.
I’ve also started the unemployment application process and have been documenting emails, payroll records, screenshots, communications, and the circumstances surrounding my termination.

**6. The attorney situation**

My ultimate goal is to consult with an employment attorney and potentially pursue legal action if there’s a legitimate basis for doing so.
Unfortunately, money is a huge obstacle.
I just lost my job, have other serious financial obligations, and cannot realistically afford thousands of dollars in attorney fees upfront.
I’m looking into free consultations, legal aid, and possibly contingency representation, but I’m unsure whether an attorney would consider taking a case involving disputed wages and potential retaliation.

**My questions:**

Based on these circumstances, does this sound like something worth pursuing with an employment attorney, or does at-will employment make a retaliation claim unlikely?

Could reporting or objecting to potentially unethical practices involving client care and documentation qualify as protected activity under Massachusetts law?

What options do I have if my former employer continues delaying payment or disputes the wages I believe I’m owed?

Is approximately $5,000 in disputed wages enough for an attorney to consider taking a case on contingency?

Are there Massachusetts employment attorneys, legal aid organizations, or other resources that help people who cannot afford upfront legal fees?

Would filing an additional complaint involving possible retaliation or whistleblower protections be appropriate, or should I consult an attorney first?

I’m not expecting Reddit to replace legal advice. I’m trying to understand what options might exist and whether my concerns are worth pursuing.
I worked hard, tried to advocate for my clients, and genuinely cared about providing ethical treatment. Now I’m unemployed, struggling financially, and trying to figure out how to recover money I believe I earned.
Any advice, especially from Massachusetts employment attorneys or people who’ve experienced similar situations, would be greatly appreciated.
Thank you for reading.

How is it that wawa employees are expected to work off the clock? We are expected to stay late completing tasks. Staying late wouldn't be a problem, but my boss expects us to clock out and stay later to complete these jobs. I have been there for a while and seen so many terrible things. I would keep my head down and just do my job. The turn over has been horrendous. Most of the employees that I started with are no longer working with me. Co workers over 5 years resigning or being pushed out. My old agm working countless hours or coming in on his day off to do his gm work with out pay. The job is fine, unfortunately the management plays favoritism. We aren't treated fairly. The rules are applied differently depending if the individual is liked or not liked. Being later or making mistakes are not consistent. If individual is liked they go unnoticed, if it's someone they don't like they get written up. I have spoken up and it was probably a big mistake. They set me in situations with less then adequate people with unrealistic work load. I would try to complete all my tasks in shift only to get written up for everything that wasn't done or put on performance improvement. Ever since I spoke up, they have been taking jobs that I use to do away from me. They tell me all of a sudden my performance isn't up to par. My hours are consistent get cut more and more every week. I as for more hours and try to cover other people and unfortunately they are refusing to let me work and are continuously cutting my hours. I still see new workers being taken advantage of. Guessing my days are numbered. I never thought or experienced anything like this ever. They will fire me eventually. I just don't it's right what is going on and don't want to see future employees go threw what I'm going threw. Has anyone been threw what I am been put threw?

Try this out. The dude basically targeted me cause I whistle blew

Worked as a 1099 for 7 years, treated like an employee even had employees reporting to me, my direct manager was an employee and I used a company issued computer and email address. People thought I was an employee most of the time. Billed at a pretty high rate (6 figures annually).

Should I request tax reimbursement give than I paid my own self employment tax?

I am in CA. I started working full time in march of this year after being part time for a couple months. When you become full time here, you start accruing PTO. Well, I haven’t gotten any PTO and didn’t realize it was a problem because I thought PTO was only for managers.

So, in October I realized my mistake and went and asked about it and they told me I had accidentally been marked part time in their system even though I’ve been working full time hours. Now here’s for the part I have a question. When I asked if I would get compensated for the time I should’ve been accruing PTO(about 7 months now), HR said they “may say no.” (They being the corpos)??? That feels illegal to me and I’m missing out on a lot of time off and money because of their error. But I haven’t heard anything for a bit they may accept. Sorry for rambling, thank you. Whatchu think?

So I went on Maternity leave May 9th my medical leave ended July 4th. I received a call from Sedgwick stating that I had 160 hours of PPL to take for bonding with baby. They asked me if I would be taking those hours I asked if those hours are paid at 100% they said yes so I gladly said yes I would take the additional time off to bond with my baby. I was so happy ! I selected to return to work on August 3rd. When I received my first paycheck I was short 56 hours. Then everything went downhill… smh I had to beg and convince my manager to listen to me and sent her policies, I called HR and payroll and they all agreed I had about 48 hours of PPL that were not given to me. However what I saw was the code PPL was never used at all only SPTOO. Miraculously they made corrections only after I said, “ I’m leaving home for the rest of the day bc I’m not feeling well anymore.” I got paid but my PTO was never credited after they mysteriously placed PPL code all over where it should have been but every time they removed SPTOO they didn’t manually add my PTO back to my bank so now the problem is I have zero PTO including new PTO received for new fiscal year which started July 1st!

I wish I could sue these people and have them fired. Now there’s no record of anything. All I received was “there’s no further corrections.”

Hi,

I work in a media company. I have some beef with my line manager so 3 months ago I was put on PIP. They failed me. And I found out the evaluation rests entirely in the hands of my line manager. When the review meeting happened I was visibly confused at the assessment and sought clarity. To which the HR representatives assured me a feedback document would be shared with me which will help clear things up. During the meeting the HR said "so employees in this scenario usually resign." I said okay. The next day I asked for a re evaluation because I was still confused and the review document wasn't shared with me yet. The day after that a hr representative on a teams call guided me how to resign on Zoho. 3 hours after that, they shared the review document with me which ofcourse was bogus. It was filled with blanket statements with no supporting evidence. I requested them for ex gratia payment in place of retrenchment payment( 1 months salary) they denied it. What are my options here? I feel like I've been wronged and cheated. Please advice me.