Anonymous wrote:How long were you working for them when this all happened?

I was wondering this also. And it was planned to be a short term position from the start, according to OP's first post. So there may be another side to the story.

How long were you working for them when this all happened?

OP I would totally meet with them in person and enjoy watching them squirm when they have the conversation no one wants to have. Do it! Make them feel uncomfortable. Bring the contract with you and ask them about severance. I'm not sure I'd advocate toward suing them because your next employer, and the one after that, and the one after that and so on are undoubtedly going to google you at some point. Lawsuits show up in google. Do you really want to be refused jobs, or even interviews, because you sued a former employer? You'll be untouchable.

Anonymous wrote:So MB texted letting me know they have decided to find another nanny. I didn't bring up the pay, but feel it wouldn't do much good now that they let me go anyway. I'm just really mad and upset right now. This is complete crap.

She found a cheap sitter.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I would take them to Small Claims Court and also report them to local Wage and Labor Board. They owe you money.

Small claims court might help if the facts are as presented. I wouldn't bother with wage and labor board. You are missing OT or no payment for hours you actually worked. This is a contractual issue about benefits (PTO, guaranteed hours, and notice)

Why are you giving her bad advice? Definitely Wage and Labor Board, OP. They'll help you.

I'm not the one giving bad advice. Here's a link to the wage and labor board faq:

http://www.dol.gov/wecanhelp/faq.htm

Note: they only deal with flsa violations (basically minimum wage, pay for hours worked, and OT violations)
They specifically do not deal with sick pay, notice, benefits, or severance.

20.10 here. Exactly, skip Wage and Labor. You didn't work the two days that you were guaranteed in the contract, and Wage/Labor won't be able to do anything about notice period not paid out as severance. When you serve them with papers for small claims, they may decide to call you-- text or email only. You have to have written proof of everything said. They may decide that they don't want to deal with small claims and just pay you, but on the other hand you might have to have their wages garnished (BTDT, pain in the neck, but it gets the money you're owed). Good luck, OP!

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I would take them to Small Claims Court and also report them to local Wage and Labor Board. They owe you money.

Small claims court might help if the facts are as presented. I wouldn't bother with wage and labor board. You are missing OT or no payment for hours you actually worked. This is a contractual issue about benefits (PTO, guaranteed hours, and notice)

Why are you giving her bad advice? Definitely Wage and Labor Board, OP. They'll help you.

I'm not the one giving bad advice. Here's a link to the wage and labor board faq:

http://www.dol.gov/wecanhelp/faq.htm

Note: they only deal with flsa violations (basically minimum wage, pay for hours worked, and OT violations)
They specifically do not deal with sick pay, notice, benefits, or severance.