DESPICABLE thEM/Bully Employer$

Days before the new year, I stood in a checkout line, minding my business (maybe not so much) when I overheard a most sickening conversation. Two older women were distraught over the fact their manager had taken employee paychecks home with him and outright refused to provide them. One woman's rent was due. Her landlord wouldn't allow any further excuses.

Adding insult to injury, this dis-eased person didn't pay the company staff on their regularly scheduled payday. Now, that's 0 for 2.

FREAKIN RIDICULOUS!!!!!!!!!!!!!!!

My heart sank. I thought about all the Grinches, a.k.a, MEAN BUSINESS OWNERS (B.O.), using employee paychecks as intimidation because they think playing with others' livelihood is a sign of power. Then I was pissed.

To all business owners and managers, using this form of intimidation, you are a COWARD. I'll say it again for the folks in the cheap seats, YOU ARE A BUNCH OF COWARDS.I bet you're remembering your high school days because your bully/victim mentality shows.

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Playing devil's advocate, even if a business owner isn't aware of the behavior of managers/supervisors, they are still accountable.

How can business owners be responsible if they don't know what's happening?

Hold your horses, I'm getting to that part right now.:

• Fact: The responsibility of accessing the employees, especially management, remains with the business owner.

• Fact: Employees don't report when abuses such as sexual harassment, nepotism, theft, or in, this instance, withholding employee pay occur because of fear of retaliation or termination.

• Fact: Historically high employment turnover rates often indicate inefficient management (i.e., incompetent or hostile) within a company.

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Sobering enough for you? No, how about this. It is against the law (federal and state) to withhold an employees' paycheck.

Let me repeat. NO EMPLOYER HAS THE RIGHT TO WITHHOLD YOUR PAYCHECK.

Findlaw.org staff reviewed by Chris Meyers, Esq. article ‘Payday Laws and Your Right to a Timely Paycheck' 'spell it out in digestible facts, including the frequency by the state in which employers, bound by law, pay employees.

Also worth mentioning are some general methods of handling paychecks issues (late or missed).:

• Contact your employer (preferably in writing) and ask for the wages owed to you.

• If your employer refuses to do so, consider filing a claim with your state's labor agency.

• File a suit in small claims court or superior court for the amount owed.

• For larger cases involving a late paycheck or payday laws in general, consider hiring a labor attorney to help you.

Pay close attention to the first and second points. Often employees are clueless about their employers, let alone have accurate contact information for human resources HR, state, or federal agencies to discuss issues of pay. One of the most common examples of this is franchise businesses. Without getting too legal, a franchisor (parent company) may be the point of contact if they have majority control over the chain of stores.

Ex. If you work for a fast-food restaurant. Your supervisor refused to pay you, but you couldn't contact the franchise owner (RED FLAG), contact the parent company. Speak with their human resources department for assistance.

Time to hold ineffective managers/business owners accountable for illegal practices. The more knowledgeable you are about employment policies and procedures, the more likely you're able to handle unfortunate situations quickly and with success.

Never be afraid to ask questions throughout your career with any business. As the old saying goes, 'closed mouths don't get fed.'