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  #31  
Old 12-24-2012, 08:04 AM
yardguy28 yardguy28 is offline
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by law it doesn't matter what they prefer to pay.

I'm really surprised there are people who would accept and put up with a job that does not pay you your full earnings.

if your on the clock and or in company vehicles you have to get paid by law.
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  #32  
Old 12-24-2012, 08:06 AM
whiffyspark whiffyspark is offline
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That's what I've told them. I won't clock out until I'm going home. We have 15-20 crews going out all season

Also, I believe brickman got in a lot of trouble for it as well
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  #33  
Old 12-24-2012, 08:22 AM
Toro 455 Toro 455 is offline
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http://www.nlrb.gov/reports-guidance/rules-regulations

You guys with employees might want to look thru this. There are actually LAWS governing workers rights. And paying an employee until they're back to the shop is not up for debate. It's the law!
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  #34  
Old 12-24-2012, 08:26 AM
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jrs.landscaping jrs.landscaping is online now
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Quote:
Originally Posted by Toro 455 View Post
http://www.nlrb.gov/reports-guidance/rules-regulations

You guys with employees might want to look thru this. There are actually LAWS governing workers rights. And paying an employee until they're back to the shop is not up for debate. It's the law!
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  #35  
Old 12-24-2012, 11:26 AM
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GreenI.A. GreenI.A. is offline
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another thing my attorney has advised me. A few of my guys take trucks home at night. For example, my irrigation tech and lead fert tech. The usually go straight to the first account of the day or supply house and at the end of the day they often do not go back to the shop. What we do to cover for this is, they get paid for the windshild time that they would have from the shop to the first shop, and from the last shop back to the shop. So if they go to the supply house which is 45 minutes from the shop first thing in the am, they get paid 45 minutes, but my irrigation tech lives only 15 minutes from the supply house, so he actually makes out and gets paid for an extra 30 minutes. At the same time, the last account of the day may be 15 minutes from the shop, but he may live 60 minutes away. He gets paid for the 15 minutes only.
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  #36  
Old 12-24-2012, 11:28 AM
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GreenI.A. GreenI.A. is offline
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Quote:
Originally Posted by Toro 455 View Post
A lot of these workers rights went out with the unions. They were the ones that got them passed and seen they were enforced.
Are MA & NY right-to-work (for nothing) states?
No they're not right to work states
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Why do people not respect us as they do other tradesmen? Because every Tom, Dick, and Harry doesn't think he can be a plumber or electrician!
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  #37  
Old 12-24-2012, 11:36 AM
CL&T CL&T is offline
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New York IS a right to work state as I believe Ma is also. I don't know what it has to do with the conversation. All it means is that if you go to work for a union company you can opt out of joining the union. You would get the same pay either way. I have never seen anybody stupid enough to do that and forgo the benefits unless the company went union after they were there and they were management suck ups.

Last edited by CL&T; 12-24-2012 at 11:40 AM.
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  #38  
Old 12-24-2012, 01:14 PM
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weeze weeze is offline
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maybe this is why guys on here can't keep good employees working for them? lol
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  #39  
Old 12-24-2012, 01:28 PM
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Patriot Services Patriot Services is online now
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Driving your vehicles back to your shop is work and must be paid at their regular rate or ot if over 40 hours. Its FEDERAL labor law, regardless of what state your in. Are these illegals that you hired and are holding that over their heads? No American with an ounce of common sense would put up with that. Our timeclock is in the shop. That's where the pay starts and stops. This topic comes up several times a year and still some guys don't get it.
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  #40  
Old 12-24-2012, 02:05 PM
CL&T CL&T is offline
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Quote:
Are these illegals that you hired and are holding that over their heads?
Legal or illegal, they have the same rights when it comes to pay. There are immigrant advocate groups that have laywers who will take their complaint and rake you over the coals with the labor laws and the IRS.
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