Good People LLC SCAMMERS -TOILET PAPER CONTRACTS FROM AGENCIES- Milwaukee, Wisconsin

   Toilet paper agreements ... How many people got cheated by them?500 or more???


The Good People LLC is not licensed as a "private employment agent," in Wisconsin. Therefore, if they charged YOU a fee to place you, they are operating illegally.  If you file a complaint against them for charging you a fee, we can seek return of the fee you were required to pay them.
 
Use the complaint form found here: http://dwd.wisconsin.gov/dwd/forms/erd/ls_119_e.htm for each of these complaints.  Use a separate form for each one you decide to file.
 
____________________________________ 
Jim Ch.
Assistant Division Administrator & 
Director, Labor Standards Bureau 
Equal Rights Division 
Wisconsin Department of Workforce Development 
PO Box 8928
Madison, WI 53708-8928
Phone: 608.266.3345
Fax: 608.267.4592

 Penalties for unpaid overtime.

"The Wisconsin overtime law provides that if your attorney files it with the Department of workforce development and the Department completes its investigation before your overtime lawyer files it in court, the employer may have to pay you an additional penalty of up to the same amount. If your overtime lawyer files directly in court, or files it in court before the Department completes its investigation, the employer may have to pay you an additional penalty of up to half the same amount"

 COPY:
 
"I am enclosing the new contract as the old contract or previous contract is null and void.  Please find a copy of the contract that has been approved by the labor dept. We require a new-signed contract as the labor dept. requites a new contract for our files, as they will be auditing our files as well as ever other licensed agency in the state of Illinois

 Please sign the approved contract and return in the envelope provided to ..... LLC and we will mail your refund check to you. Please contact either ... or myself with any questions you may have".

"Minimum wage and overtime coverage for most home care workers, but overtime exemption for those employed directly by private households, Wis. Admin. Code 274.015 (West 2010), and those employed by
non-profit organizations. Wis. Admin. Code 274.015, 274.01 (West 2010). Additional minimum wage exemption for live-in workers who spend less than 15 hours a week on general household work. Wis. Admin. Code  272.06(2) (West 2010)".

  
   Does the agency send someone to go with you to the  interview with the employer?
   Does the agency pay for transportation to the interview with the employer?
   Does the employment agency do any background check on employers or take any steps to make sure that the
household is safe?
   Does the agency provide you with a written job  description, showing the name and address of the employer,
wages, hours of work, the kinds of services they will perform, and the fees the agency will charge?
  The agency will have a service agreement with the employer. Ask to see it.
   Does the employment agency have a list of comments by past employees giving the reasons they left the employer?
   Is there a contract that the agency wants you to sign?
 What does signing it mean?
  Does the employer pay you directly, or does the agency pay you?
   How long does a worker have to remain with an employer before the agency gets its full commission?
  Does the employment agency inform employers about  their obligation to pay into Social Security, workers
compensation, and unemployment insurance?
   Does the employment agency have a complaint system for workers whose employers are abusive (e.g. not paying
overtime or not allowing a worker a day of rest)?

      Be on the lookout for:
     Agencies that dont let you take the contract home to review it, or dont give you adequate time to read the contract.
  Agencies that insist on receiving your wages from the employer and then paying them to you.
  Requests to hand over a passport or other documents.
     Agencies that charge you a commission for placing you.
     Agencies that do not find out about your skills before  
sending you to an interview.
 Will the agency help such workers find a new placement?

This parody among agencies remind me cute institution and Cardinal LAW who had to escape from Boston to Rome. I wish that goofy referral agencies fix this problem as quickly as possible. Otherwise, protected workers by FALSA has to force themselves  and fix crooked companies

Mr. Whisky

   The best student:-) of x. dr. Jigger is chasing all cla(o)wns who does not support spongers by taxes according Polish-American agreement

 http://www.labor.ny.gov/legal/laws/pdf/domestic-workers/facts-for-domestic-workers.pdf

Domestic workers generally work in isolation. They may have no co-workers at the worksite who can advise them of their rights. Many are immigrants with a limited knowledge of the laws of this country. Some are undocumented and live in fear of being deported.

Domestic workers are those who clean, cook, and provide childcare in the private homes of others. For the purpose of this guide, workers who act as companions to the disabled or mentally ill or provide home health care are not considered domestic workers, as they are often covered by different laws.

The purpose of the handbook is to help domestic workers protect themselves with existing employment laws. While the laws do not reflect the full extent of the rights domestic workers deserve, they do give workers some protection, regardless of their immigration status.

The laws of some states afford domestic workers greater protection than the laws of other states. 

Through enforcement of existing legal rights and organizing for more protections, workers and their advocates can improve working conditions for all domestic workers.

Laws that are not enforced have only symbolic value. The first step toward empowering workers is to educate them about their rights. 

   http://www.dol.gov/whd/flsa/companionNPRM.htm

       Rule changes:

 The US DOL has proposed a series of rules changes that will result in a substantial number of elder care and home care workers being covered by the Fair Labor Standards Acts' (FLSA) minimum wage and overtime protections. This continues a trend of increased regulation and enforcement in the area of domestic service employees, with an increasing number of household workers being subject to Wage and Hour protections and enforcement. The proposal more strictly limits and defines the services of a "companion," and states that household employers MUST maintain accurate and contemporaneous time tracking records and pay household staff for every hour on duty. It also states that employees of third party employers such as staffing agencies are not exempt from minimum wage and overtime protections. Public comments will be solicited when the proposal is published in the Federal Register.

CURRENT DEFINITIONS: "Companionship services" as defined by the US Department of Labor in 1974 refers to "services for the care, fellowship, and protection of persons who because of advanced age or physical or mental infirmity cannot care for themselves. Such services include household work for aged or infirm persons including meal preparation, bed making, clothes washing and other similar personal services. General household work is also included, as long as it does not exceed 20 percent of the total weekly hours worked by the companion."When the job functions performed adhere to this definition, the companionship exemption applies to the worker and his/her protections under the FLSA whether employed directly by the family or individual, or employed by an independent for profit or not for profit home health agency.

PROPOSED DEFINITIONS: The US DOL website states "The proposed definition of companionship services is limited to those duties that are directly related to the provision of fellowship and protection for a person who, because of advanced age or infirmity, is unable to care for himself or herself. It also allows for the performance of personal care services when those services are performed incidental to the core companionship functions and so long as they do not exceed 20 percent of the employees time during a work week."Personal care services are now to be limited to no more than 20% of the employee's work time, and provision of incidental household services (vacuuming and dusting for example) is specifically prohibited under the proposed definitions. According to the DOL "The performance of duties that are not for fellowship and protection of the aged or infirm person, or incidental to the provision of fellowship and protection, are not companionship duties, and therefore, any performance of general household work would result in the loss of the exemption for the week."In addition to the more limited definition of job functions classified as "companionship services", the proposed regulations specifically limit the exemption to individuals employed directly by the individual or family. Third party employers must adhere to the FLSA for all of their direct pay staff providing home care and companionship services.

OVERNIGHT CARE: According to the proposal, "an employee who is required to be on duty for less than 24 hours is working even though the employee is permitted to sleep. All the time is counted as hours worked. However, if the employee is required to be on duty for 24 hours or more, the employer and employee may agree to exclude bona fide regularly scheduled sleeping periods of not more than 8 hours from hours worked. If the sleep period is interrupted to the point where the employee does not have the opportunity for at least five hours of sleep, the entire period must be counted as work time. Where there is no express or implied agreement with respect to sleep time, all hours must be counted as work time." (Emphasis added)
Lastly, live in domestics of ANY job description continue to be exempt from overtime when directly employed by the family. The proposed rules "requires employers to maintain an accurate record of the actual hours worked by such workers. It will no longer be sufficient to have a work agreement between the parties."  However, live in domestics employed by any third party employer are covered by the overtime provisions of the FLSA.

    http://www.dol.gov/whd/regs/compliance/whdfs25.pd

The Federal Labor Standards Act exempts domestic workers who reside in their employers' residences from the overtime pay requirements. See http://www.dol.gov/asp/programs/guide/minwage.htm.

However, some states may have more favorable regulations pertaining to live-in workers. For example, New York Labor Law (160, 12 NYCRR 142) orders employers to pay overtime wages to residential employees who worked over the maximum of 44 hours per week. Overtime is 1 1 times regular pay for hours in excess to the maximum. Residential employee is
defined as one who lives in the employers premises.  

Those FUNNY companies should have different names such us: GOO(D)FY People LLC or HOME(LESS) CARE SERVICES, INC, compare to any crook agencies from IL, etc.

I would like to to encourage anyone who was charged about 2 weeks salary from any employment agencies to get money back as quickly as possible. Those agencies which charged clients and workers has no right to charge DOUBLE, especially in state of WI.. Also even they have license and do not enclose any information about Home Care Notice or Taxes. They will be in big trouble for this mess.

Can you imagine how much money they made if they already made 1000 placements?:-) Million of American dollars which was illegally charged according to their IMAGINATION for many, many years!!! I hope that anyone who worked or heard about any referral agencies should help others or make complaint to Labor Department ... it does not matter about emigration status in those sensitive cases

for example: 

Your business was registered with this Department as an employer-paid fee employment agent. Section ... states as fallows:

"Employer-paid fee employment agent" means a private employment agent whose fees or charges are paid entire and directly by the employer to the employment agent. (Emphasis added)"

You Mr/Mrs ... a referral fee, and by doing so you violated the law. Also, since you did not send me copies of the Home Care Notices that you had on file relating to his/her placement, I can only assume that you did not prepare the same as required by ... law and Adm. Code. 

You should consider this letter as a CORRECTION ORDER and IMMEDIATELY change your practices to ensure that you are in full compliance with ALL of State Private Employment Agency regulations. Failure to do so could result in further action 

"A complaint has been filed under ... States by Mrs/Mr. ... stating that you are in violation of employment agents regulations. Specifically, he is questioning the amount of referral fee he/she was charged. A copy of the complaint is enclosed.

In addition, s. 105.15, Stats., requires that private employment agencies who make home care placement inform home care workers and home care consumers in writing who will be employing the worker, who will be responsible for withholding employment taxes and who wil l be responsible for providing insurance for the worker. Copies of the Home Care Worker/ Consumer Notices are enclosed The department is obligated under the statue to gather and review the facts involved in this complaint. 

If you believed that complaint is invalid, please submit you position, IN WRITING, along with any documentation that might disprove the complaint and support your position. Included of your response must be an explanation and supporting documentation of how you arrived at the fees charges to Mr/Mrs ..., documentation of the amount he/she paid and documentation of any reimbursement payments that he received. You must also provide a copy of the Home Care Noticed that you have on file relating to Mr/Mrs ... placement" 

example:

http://legis.wisconsin.gov/rsb/code/dwd/dwd277.pdf
https://docs.legis.wisconsin.gov/statutes/statutes/105.pdf