Start a paper trail. Save copies of your pay stubs, time records, schedules, emails, and any notes showing the hours you actually worked. Sometimes it is best to bring it to the employer’s attention in writing. It is also in your best interest to speak with an employment lawyer who can review your paperwork and help you understand your rights and options.

Generally, no, employers cannot make you work off the clock or skip breaks without compensation. Whenever you are doing your job duties (on shift, off shift, during break, etc.), you generally must be paid for that time according to the Fair Labor Standards Act.

If you are paid by the piece, you are still entitled to overtime pay. Employees paid on a piece-rate basis remain entitled to overtime pay if they are non-exempt under the Fair Labor Standards Act. Your overtime pay in this instance is most often calculated based on your regular rate of pay for the week, which is determined by dividing total earnings by total hours worked.

No, managers and supervisors are generally not part of a tip pool. Under federal law, managers and supervisors are not allowed to participate in pool tips. If they do, the tip pool is invalidated and all impacted employees may be entitled to relief.

One of the most common reasons commissions aren’t paid is that the situation doesn’t warrant one. There can be some confusion in your written employment agreement or commission plan about what is considered “earned.” First, we recommend checking that paperwork.

If, indeed, an employer refuses to pay commissions that you have already earned under the agreement, you may have a claim for breach of contract or unpaid wages. Be sure to keep clear documentation to support your claim, and reach out to an attorney who can review your situation in more detail and with a clear understanding of the law.