• Report: #799857

Complaint Review: GOOD PEOPLE LLC - HOME CARE SERVICES, INC IN WI

  • Submitted: Sat, November 19, 2011
  • Updated: Tue, December 18, 2012

  • Reported By: Paul — Oak Park Illinois USA
GOOD PEOPLE LLC - HOME CARE SERVICES, INC IN WI
Madison, Illinois United States of America

GOOD PEOPLE LLC - HOME CARE SERVICES, UNCOVERED IILEGAL CHARGES FROM EMPLOYMENT AGENCIES SUCH US: GOOD PEOPLE LLC AND HOME CARE SERVICES, INC IN WI SCAMERS FROM GOOD PEOPLE LLC AND HOME CARE SERVICES, INC Madison, Illinois

*UPDATE Employee: FIX BS

*REBUTTAL Individual responds: How to fix BS employers

*Consumer Suggestion: GAME OVER

*Consumer Comment: MISSION IMPOSSIBLE?

*REBUTTAL Individual responds: I-CONCLUSION

*Consumer Comment: I-education:-)

*REBUTTAL Individual responds: Curwa ale kyrk

*REBUTTAL Individual responds: I-DL for non-citizens

*REBUTTAL Individual responds: Polish-American agreement about retirement

*Consumer Comment: Nice questions

*REBUTTAL Individual responds: MENTAL PICTURE OF BUSINESS

*Consumer Comment: OPEN LETTER FROM DYZMA

*REBUTTAL Individual responds: I - "PARANOID":-)

*REBUTTAL Individual responds: HOW TO FIX PEOPLE WHO DOES NOT HAVE RESPECT TO WORK AND MAKE FUNNY DEAL WITH YOU

*REBUTTAL Individual responds: CUTE:-)))

*REBUTTAL Individual responds: NO MORE BS

*Consumer Comment: Special Education:-)

*REBUTTAL Individual responds: IS IT WORTHY TO GO THROUGH AGENCIES

*Consumer Comment: WORKERS EXPLOITATION

*REBUTTAL Individual responds: GOOFY, SLAVE LAW WILL CHANGE ONE DAY

*Consumer Suggestion: DOCUMENT EXPERT

*Consumer Comment: What if Im not a citizen of the United States?

*REBUTTAL Individual responds: Carefull

*Consumer Comment: IMPORTANT QUESTIONS ABOUT AGENCIES

*REBUTTAL Owner of company: SARCASTICALLY LAUGHING AT VILLAGERS FROM CIUPAGO

*REBUTTAL Individual responds: HIGH DEDUCTIONS:-)

*Consumer Comment: SAMPLE

*Consumer Comment: BILL AS A CON ARTIST:-)

*Consumer Comment: CA BILL OF RIGHTS

*Consumer Comment: I - circus

*Consumer Suggestion: DOMESTIC WORKERS BILL OF RIGHTS IN NY

*Consumer Comment: University of Bolon(ia)ey:-)

*REBUTTAL Individual responds: GOING TO COURT

*Consumer Comment: CONTRACTS ARE NULL:-):-):-)

*Consumer Comment: How it works

*Consumer Comment: cute loophole in contract from agencies:-)

*REBUTTAL Individual responds: AUTHOR ... 24 service - overworked and underpaid

*Consumer Comment: overtime for "slaves"?

*Consumer Suggestion: I - "DEER"

*REBUTTAL Individual responds: Misclassification of Employees

*REBUTTAL Individual responds: I-kiss/fart

*REBUTTAL Individual responds: I - care(kill)giver

*UPDATE EX-employee responds: FORM I-9

*Consumer Comment: FEES:-)

*REBUTTAL Individual responds: FRANCHISE AGENCIES:-)

*Consumer Comment: Highly recommended ...

*Consumer Comment: THIS IS NOT APRIL FOOLS' DAY!

*Consumer Suggestion: BEETS

*Consumer Comment: CROOKS

*UPDATE EX-employee responds: CONTRACTS AGAINST LEGISLATION

*REBUTTAL Individual responds: HAVE YOU EVER SEEN CORRECT REFERRAL SLIP?

*REBUTTAL Individual responds: TOILET PAPER CONTRACTS:-)

*General Comment: BAD ONES from Good People LLC

*REBUTTAL Individual responds: AWFUL SCAM FROM GOOD PEOPLE LLC

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I would like to to encourage anyone who was charged about 2 weeks salary from any
employment agency (Good People LLC or Home Care Services, Inc) to get money back as quickly as possible. Those agencies which charged clients and workers has no right to charge DOUBLE. It  is prohibited in this state -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 mass.

Can you imagine how much money they made if they already had 1000 placements?:-) Million of American dollars which was charged illegally according their imagination for years! I hope that anyone who work  or heard about any referral agencies should help others or make complaint to Labor Department ...

for example:    "A complaint  has been filed under s. 105.8 States by Mr. ... stating that you are in violation  of Wisconsin's 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 will 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"

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

This report was posted on Ripoff Report on 11/19/2011 12:47 PM and is a permanent record located here: http://www.ripoffreport.com/r/-GOOD-PEOPLE-LLC-HOME-CARE-SERVICES-INC-IN-WI/Madison-Illinois-/GOOD-PEOPLE-LLC-HOME-CARE-SERVICES-UNCOVERED-IILEGAL-CHARGES-FROM-EMPLOYMENT-AGENCIES-799857. The posting time indicated is Arizona local time. Arizona does not observe daylight savings so the post time may be Mountain or Pacific depending on the time of year.

Ripoff Report has an exclusive license to this report. It may not be copied without the written permission of Ripoff Report.

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REBUTTALS & REPLIES:
0Author 30Consumer 24Employee/Owner
Updates & Rebuttals

#1 UPDATE Employee

FIX BS

AUTHOR: Mr.Justice - (USA)


       Here you go:

           e-book:  http://nelp.3cdn.net/9fce6a39f4cefd9178_qxm6idn7g.pdf

         "Prosecution for willful misclassification of employees as contractors are high priorities in the Obama Administration. Please note, the US Department of Labor proposed a dramatic rules change to the definition of companionship services in December 2011 and is expected to act on the proposal in the summer of 2012.

                                    Companionship Services Defined : "Companionship services" means 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. Where this 20 percent limitation is exceeded, the employee must be paid
for all hours in compliance with the minimum wage and overtime requirements of the FLSA." Working hours are defined as all hours on duty, including meal time and sleep time if the employee is required to remain at the premises. In general, hours worked includes all times that the employee is required to be at the employer's home and all time that the employee is required to be "on call" in the course of his/her duties. If the elder care giver is scheduled for a 24 hour (round the
clock) shift"

      This e-book or sample of contract might help you think objectively according to the regulation above.
 
           http://knowyourrightsny.org/pdf/Standard_Contract.pdf        

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#2 REBUTTAL Individual responds

How to fix BS employers

AUTHOR: I-Goof - (United States of America)

  Most of employers -98.5% make business with hard working people base on working exploitation. Do everything to fix violation of minimum wage and overtime law.

    FIX BS EMPLOYERS IN CA, NY, MA, etc.

       
      http://nelp.3cdn.net/8a621075a47d9cb32e_q9m6baozq.pdf

      http://www.nelp.org/page/-/Justice/2010/RightsBeginatHome.pdf?nocdn=1

      http://www.nelp.org/page/-/Press%20Releases/StatementExcludedWorkersCongress_12-10-2010.pdf?nocdn=1

      http://nelp.3cdn.net/347586d021e51de1b8_tem6bcab3.pdf
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#3 Consumer Suggestion

GAME OVER

AUTHOR: Mr.Justice - (USA)

http://www.ripoffreport.com/domestic-service-age/healthcare-centers/internet-illinois-6179e.htm
 
http://monitorpl.com/classified/1210-0775.qb
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#4 Consumer Comment

MISSION IMPOSSIBLE?

AUTHOR: I-laughing - (United States of America)


  DO NOT BE STUPID POLACK. HELP YOURSELF IF YOU CAN AND AVOID FINANCIAL ABUSE UP TO 10 YEARS BACK

         http://monitorpl.com/classified/1208-0772.qb

              BE LUCKY!

   

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#5 REBUTTAL Individual responds

I-CONCLUSION

AUTHOR: Mr.Justice - (USA)

  
   PRAYER:

    God please listen to us! Take this s**t out of all of us. We have no better expression than this bad word.
It is like being born in Africa 100 year ago!!! 

   - unpaid social security taxes
   - no insurance/worker's compensation if we need it
   - BS agencies who financially abused us!!!

 Please help us to fix those IDIOTS who sucks 2 weeks salary for nothing and deal with goofy employers.

 PS.
  Help us all with RECOVERY (lack of concentration and motivation, waste of time and years which screw up our youth in this playing field

    AMEN
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#6 Consumer Comment

I-education:-)

AUTHOR: I-laughing - (United States of America)

 The most stupid nation in the world! Who would like to go to their colleges? The level of education in our high schools is higher than their colleges which was created by system on purpose to suck more money from their pockets:-) That's how the government care about citizens in order to make them more stupid compare to people from Europe.

        http://www.youtube.com/watch?v=V122ICNS8_0&feature=related
         http://www.youtube.com/watch?v=6GMmow1rs_8&feature=related

   Private education:-) http://www.youtube.com/watch?v=7S_NKXuc2pk&feature=related

 PS.
  I know few people who work in this field. I always telling them how DUMP I am. According to the Russian saying ... we suppose to be/behave stupid to make our employers be proud of it:-)
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#7 REBUTTAL Individual responds

Curwa ale kyrk

AUTHOR: Mr.Justice - (USA)

No more BS/worker exploitation under federal law in order to FIX some goofy states for poor livi-in people used by Americans

Prosecution for willful misclassification of employees as contractors are high priorities in the Obama Administration.

Please note, the US Department of Labor proposed a dramatic rules change to the definition of companionship services in December 2011 and is expected to act on the proposal in the summer of 2012.

Companionship Services Defined : "Companionship services" means 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. Where this 20 percent limitation is exceeded, the employee must be paid for all hours in compliance with the minimum wage and overtime requirements of the FLSA." 

Loving agencies and their null contracts:-)
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#8 REBUTTAL Individual responds

I-DL for non-citizens

AUTHOR: I-laughing - (United States of America)


  Get Denial Notice issued by SSA or get ITIN number. DL available in MA and NM

     http://www.dmv.org/ma-massachusetts/apply-license.php#Non-Citizens
     http://www.dmv.com/ma/massachusetts/drivers-license

    http://www.dmv.org/nm-new-mexico/apply-license.php
    http://www.dmv.com/nm/new-mexico/drivers-license

       Good luck!
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#9 REBUTTAL Individual responds

Polish-American agreement about retirement

AUTHOR: Mr.Justice - (USA)

Work and retirement 

Here's a question of Mrs. Alice from Long Island: "The Polish press has recently been given a message inviting all those who worked in the U.S. for at least half a year (legally or not), to make sure that they deserve" retirement "from the United States. I do not understand why it runs the U.S. embassy in Poland, by looking for the people, and why even promised retirement illegal. Are you Elizabeth can explain it?

"Consulate informs ...The Polish media appeared in advertisements published by the American consulates: "All persons who worked in the U.S. or whose relatives worked in the U.S. enjoy a personal consultation in Polish and English on the American rights to pensions.We offer an opportunity to state on the spot. "Informational meetings were held in late September in Zakopane in Bialystok - in areas known to be the largest immigration to the United States.Announcements such offer hope to retire, which does not always come true. It would be enough to prepare text explaining the rules and post it on your site embassies, and many people are spared the trouble of emotion and the journey.

Obstacles to jump  In order to be eligible for Social Security retirement, Americans need to work by paying contributions for at least 40 quarters and reach retirement age (at least 62 years). In the case of immigrants, especially illegal, the matter becomes complicated, because there is another issue such a number, for which it worked, when a Social Security number was issued, the type of visa, which they entered and the number of years of work in Poland. Otherwise will be treated immigrant who has never won a green card is not a different person who eventually legalize the immigration statute.Here are briefly the conditions that Pole, who worked some time in the United States must meet to receive a retirement Social Security:You must have counted at least six quarters of work in the United States and at least 40 quarters of work, including the U.S. and Poland.Since wages have to pay income taxes and Social Security contributions for a legal Social Security number. 

Working on the taxpayer number (ITIN) does not count.If a Social Security number was illegal, years may be considered only if the employee legalize your status, because then you can get a good Social Security number and have the earnings credited to a good number.Deportation of suspending the payment of Social Security to legalize the status of the time. I see cases that, after several years of benefits to Polish ences, Office of Social Security learns of deportations from suspend payment.Years of working on saksachIn the past years working immigrants forfeited if returned to Polish before any development of 10 years. But the rules changed on 1 March 2009, when she came into force the Agreement between the Polish Republic and the United States of America on Social Security. It has brought some changes to the Polish-American retirees and pensioners, and most important of these is the possibility of combining periods of coverage.

If someone is not refined in the U.S. for 40 quarters (but more than 6), after reaching retirement age, the U.S. can receive partial Social Security retirement through a combination of U.S. with the Polish insurance periods. This is called a combination of pensions (totalization), although this is a vague term. This is not retirement are combined, but the periods of insurance.Unfortunately, the collection of SSA combined pensions (totalized benefits) does not entitle to receive Medicare. Similarly, if someone in Poland developed a sufficient number of years, the Polish after reaching retirement age in Social Security can qualify for partial Social Security retirement. Insurance periods in Poland will be combined with periods of insurance in the United States and the pension calculated respectively, as explained in the book exactly Fri Retirement Polish and American .

Social Security Number As it was: for decades, illegal immigrants could count on Social Security retirement, if they paid taxes. Accounting for years on "bought", wrong, or even someone else's Social Security number does not disqualify the applicant. To receive a pension do not have to prove their legal status, or have a Social Security number. SSA Office of tidying the mess of papers, identify the applicant's salary and gave him a new, good Social Security number. The only punishment was the fact that the immigrant had no right to receive pensions in the U.S., therefore, got it in Poland.How is: Under the Social Security Protection Act of 2004, persons submitting applications after January 1, 2004, must meet additional requirements to qualify for Social Security benefits. 

In addition to working through a sufficient number of quarters haveor have any Social Security number (work or not work) awarded to them by the SSA prior to January 1, 2004, orget after 1 January 2004 authorizing the Social Security number to work (or gain, at least temporarily legal immigration status), orin the past to enter the U.S. on business visa (B-1) or as a crew member on the visa D-1 or D-2.In other words, from 2004 to retirement pension or Social Security have no chance of illegal immigrants who have never had a good Social Security number, and still do not have an orderly immigration status. Work for someone else or false number, as well as taxpayer number (ITIN), disqualify the applicant. The only advice to them is to regulate the immigration status. The new rules apply only to applicants for disability retirement benefits or after January 1, 2004. If someone received a pension before, it's not him, it will be received.

The rules begin to further complicate things, if someone has your Social Security card issued earlier, when he lost the legal residence and has a family that wants to receive benefits on his account. These issues are explained at length book of Social Security Social Security Handbook available in the editorial success ( www.PoradnikSukces.com ).When the Office of the SSA did not want to talk with the illegalIncumbent illegal work as long as possible, in the United States shall submit an application for retirement, and receive them in Poland. Sometimes, the officials in SSA do not know how to handle an immigrant without papers. Erroneously informed him that he was not to be, and even wypraszaja office.Tip: In the book, Fri Social Security Social Security is written in English a letter to the Social Security Administration along with the quote the relevant paragraph, which you can use to convince the officer to accept the application for retirement in the U.S., despite the fact that your immigration status is illegal .

The application for a pension can also be submitted at the Office of Federal Benefits at the consulate or the U.S. Embassy in Poland.How much will the pension?Retirement of people who earned very little for a few quarters will be very small.For comparison, ten years to declare the minimum amount needed to pass the 40 quarters of Social Security retirement will result in at around several hundred dollars. Small wages for several, several quarters will give penny benefits. Maybe a dozen or a few dozen dollars, depending on how much you earn, the number of years of service and age of the pensioner.For customers in Poland, the U.S. pension will be reduced by the U.S. tax for non-residents amounting to 25.5%, and a Polish income tax and the contribution to the National Health Fund (approximately twenty percent). Taken early retirement pension before reaching full retirement age (66 years) is reduced by up to 25% for 62-year-olds.Poor people with legal status, living in the United States government to make a small retirement benefit. But the benefits do not get those without legal status. 

Also, the social benefit is paid to people who are returning to Polish.Can you recover the premiums paid?If the illegal immigrant is not eligible for retirement, or at least can get a refund of contributions paid? The answer is short and clear: you can not. Social Security does not pay the contributions received. Exceptions are only students on F-1 visa or J-1.ApplicationSeveral years spent "on saksach" without status can result in a modest American retirement, provided that someone is accountable for a good Social Security number issued prior to 2004 or a good number authorizing the operation issued after January 1, 2004. Also, provided that he worked in the United States at least six quarters, while in Poland and the U.S. together - at least 10 years.It should also know that the family is also illegal may be entitled to survivor's pension (in marriage, widows, orphans), the same way as an American family in the States. From 1 March 2009, the family members of people on benefits can get Social Security benefits even if never in the United States have not, as I explain in the book Fri Retirement Polish and American .

Elizabeth Baumgartner
Text updated (10.31.2011.)
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#10 Consumer Comment

Nice questions

AUTHOR: I-laughing - (United States of America)

     As an employer what benefits should I offer my household employee?
 Household employees are typically offered 1-2 weeks paid vacation, 7 major holidays and 3 sick days. Health insurance is a huge benefit that some families provide as an added bonus. *Please note you should pay your employee 52 weeks a year.

   As an employer what benefits should I offer my live in employee?
 In addition to salary, live in employees typically get room and board. Room and board usually includes a private bedroom, bathroom, TV and phone. Typically, families offer some paid vacation, paid major holidays and use of a car during the employees time off.

  If my family goes on vacation several times during the year can I just give my employee UNPAID time off?
If you leave town for any reason, you are encouraged to pay your employee. Your employee relies on his/her paychecks and to be without for even 1 week could be a financial hardship for them. 

   Do I have to pay for mileage if my employee is using her own car for work?
Even if your employee is only driving 2 miles here, 5 miles there you should always reimburse them. It adds up! With gas prices at an all time high, your employee will appreciate it. As of July 2011 the rate is 55.5 cents per mile. Visit www.irs.gov for up to date information.
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#11 REBUTTAL Individual responds

MENTAL PICTURE OF BUSINESS

AUTHOR: Mr.Justice - (USA)

Interesting ...

IN Code:
http://www.in.gov/legislative/ic/code/title25/ar16/ch1.html
http://www.in.gov/legislative/ic/code/title27/ar16/ch2.html

  
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#12 Consumer Comment

OPEN LETTER FROM DYZMA

AUTHOR: I-laughing - (United States of America)

IGNORANCE OF LAW

As you know new regulations effected over 20 sates in US. It is perfect time to fix PLAYING FIELD, offer FAIR PAY and fix abused workers 

I suggest you to fix your agreement  (see: sample of contract in link below) before Labor Department started auditing your old, shady contracts in order to prevent any misunderstanding and check state law under this rule below or let you call to labor dept for labor study or contact employment lawyer to fix unfair pay for workers who are hired through your agency

Also, let employers read instruction with workers  and let them fill it out form I-9 for citizens and non-citizens and treat/pay them equally.

http://www.uscis.gov/files/form/i-9.pdf

example: http://knowyourrightsny.org/pdf/RIGHTSBEGINATHOMENYPocketGuideEng.pdf

Just let you know that some states which are not covered by new state law are covered by federal law (see: federal rule) which was corrected on March this year.

It means that ALL your contracts from any agencies are NULL if the non-medical is paid under $174 minus some deductions such us: meals
-min. $2.50 per meal, lodging - $3.10 plus room with utilities - $5.80
not even mention about overtime

 IL:

"Minimum wage and overtime coverage for any person whose primary duty is to be a companion for individual(s) who are aged or infirm or workers whose primary duty is to perform health care services in or about a private home. There may be an exemption for those employed solely by private households as a result of a general exemption for employers with fewer than four employees. 820 Ill.Comp. Stat.  105/3(d); Ill. Adm. Code 210.110".


http://www.dol.gov/whd/flsa/statemap/#stateDetails

Good luck in business!

Justice

PS. If you want to I can make DYZMA'S SHOW, appear at your meetings for agents and offer you free classes:-) I am dying of laughing to help all workers for free which are somehow under you!!! Why? For those creepy, short term jobs which you offered me on purpose plus mostly violation of IL Code which DOES NOT ALLOW you charge before workers start/accept the job! or call and encourage employers to exchange workers behind their back (also violation of IL Code)

Sweet dreams about Obama's changes compare to your nightmares with your expired paperwork's :-)

PS.

I noticed that you lick American butts and you purposely misclassified workers as a independent contractors. I wish that they
will release new form which help penalize all assholes in your sector at least $1500 per day in order to support spongers!!!

example:  http://www.state.il.us/agency/idol/forms/PDFs/ECA_%20Polish_FS.pdf
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#13 REBUTTAL Individual responds

I - "PARANOID":-)

AUTHOR: Mr.Justice - (USA)

BS IS BS. PERIOD!!!

http://www.ripoffreport.com/healthcare-centers/any-referral-agencie/any-referral-agencies-bs-bs-5f099.htm
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#14 REBUTTAL Individual responds

HOW TO FIX PEOPLE WHO DOES NOT HAVE RESPECT TO WORK AND MAKE FUNNY DEAL WITH YOU

AUTHOR: Mr.Justice - (USA)

DOES YOUR EMPLOYER OWE YOU WAGES OR OVERTIME?

 "The Fair Labor Standards Act (FLSA) Is the federal law that requires employers to pay a minimum wage and overtime pay for all time worked in excess of 40 hours per week.  Currently the federal minimum wage is $7.25 per hour.  If you are currently being paid less than this, your employer may be violating the FLSA. It does not matter if you agreed to work for less, or even if you agreed to work for free.  The FLSA does not allow employees to give up their rights under this law.  Sometimes employers use excuses to avoid paying wages, such as they don't have enough money, the employee's cash register was short, the employee violated some company rule, or the employee failed to return company property, like uniforms and tools.  None of this matters. If your employer allowed you to work, he or she must pay you at least minimum wage for all the time you put in.

If you are paid by the hour (as opposed to a fixed salary) in most circumstances you are entitled to be paid time-and-a-half for all hours worked over and above 40 hours in one workweek.  It does not matter if you worked only 30 hours the week before; if you work more than 40 hours the following week, the overtime rate still applies.  The two most common ways employers try to avoid paying overtime are: requiring employees to do some work before or after clocking in, like attend pre-shift meetings, put on and take off uniforms, clean work areas, etc., and misclassifying employees as exempt from overtime and paying them a salary instead of an hourly wage. Even if your position has been correctly classified as being an exempt, salaried position, if your employer docks your pay for partial day absences (like taking off a couple hours to go to the doctor or to attend your child's school play) then your employer must pay you overtime if you work more than 40 hours in a week. 

 What Can I Do About It?

The FLSA provides that employees can bring suit against their employers, present or past (provided the statute of limitations HAS NOT EXPIRED) for unpaid wages and overtime.  Employees who win such lawsuits are often entitled to double the unpaid wages or overtime. In some exceptional cases, courts may award triple damages.   In addition, the court may order the employer to pay the employee's attorney fees. If you think you are owed past wages or overtime from your employer, contact attorney ...".
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#15 REBUTTAL Individual responds

CUTE:-)))

AUTHOR: Mr.Justice - (USA)

I am not sure, but you can sue assholes who made deal on worker exploitation up to 6 years back through court (liquidated damage)  

 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"
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#16 REBUTTAL Individual responds

NO MORE BS

AUTHOR: I-Goof - (United States of America)

  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".
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#17 Consumer Comment

Special Education:-)

AUTHOR: I-laughing - (United States of America)

INAPPROPRIATE QUESTIONS:

  Personal Questions  

Most personal questions are irrelevant and inappropriate. In some contexts,  questions like these are illegal. 
Sometimes, an employer asks these questions to try to get to know you. Other  times, an employer may use these questions to discriminate against you.  
If you dont want to answer a question, you can ask the employer whether it is  related to a job requirement. 

?      How old are you? 
?  Are you married? Do you have a boyfriend? 
?       Where is your family? 
?   Do you have any kids? Do you plan to have kids soon? 
?         Where are you from? 
?  Do you have any disabilities or health problems? 
?          Can you read English? 
?   Are you comfortable answering phone calls? 
?      How long have you been in the U.S.? 
  Questions About Your Immigration Status 
      Are you a citizen?
      Do you have a green card?

These are inappropriate questions. Employers do not need to ask you about your  immigration status during an interview. An employer only needs to know whether you  are authorized to work in this country!

    How to Respond to Employer Questions and Statements 

  The employer says:
Your first weeks salary will be held as a security deposit. 

I have a legal right to be paid twice every calendar month under Illinois law. 
I dont have to pay you minimum wage.  What are you going to do if I dont pay  minimum wage? 

Whether I am documented or not, I have a right to a minimum wage.  Even if I signed  something that said I agreed to less than minimum wage, you still have to pay me  minimum wage.  A contract to pay someone less than minimum wage is illegal.  If you  do not pay me minimum wage, I can file a complaint with the Department of Labor.

  You dont get overtime here. 
If I do not live with my employer, I have a right to 1 times my hourly wage for every  hour I work over 40 hours in one week under federal law.  Even if I do live with my  employer, I am entitled to be paid my regular hourly wage for every hour that I work.  I  have this right whether I am documented or undocumented. 

  You have to do everything I say.  There are no laws to protect you. 

Whether I am documented or undocumented, I have the right to be free from abusive  behavior, including unwanted physical or sexual contact.  As a human being, I have a  right to be treated with respect and dignity.  I am protected by law from abuse and  harassment. 

  No days off.  
Standard practice among employers is to provide employees with two days off per  week. In Illinois, employers are required to give one day of per week.  Nationally, the  standard work week is 40-44 hours per week, and employees receive overtime 
compensation for anything beyond that.  These standards reflect the fact that it is  impossible for anyone to live up to their best potential without regular periods of rest.  In  order for me to be as productive and as helpful to you as I can, I need to have days off  to rest, to run errands, and to see my friends and family. 

 I dont provide health insurance. If you hurt yourself on the job, you must pay  for the bills. 

 Whether I am documented or undocumented, if I work 40 or more hours per week  for the same employer, for a period of 13 weeks or more, my employer can opt for  workers compensation coverage.  Coverage will pay for my medical bills and part of my  lost wages if I get injured on the job.  When an injured domestic worker does not receive  proper medical attention or take the necessary time to recover, it can be disruptive for  the household and a strain on her relationship with the children.  For this reason,  employers who have not secured insurance often find themselves paying more out of  pocket for health care for domestic workers so that they can return to work fully  recovered and as soon as possible. Employers often also prefer to secure workers  compensation insurance because it means that they are not personally liable for any  injuries that occur on the job. Securing workers compensation insurance means that my  employer and I both know that if I am injured, I will receive the medical care and rest  that I need in order to return to work as quickly as possible and continue to do my job well. 

    What Do I do If?
What do I do if my employer threatens to call immigration authorities or the police  and have me deported? 
Such threats and intimidation are usually illegal if done in response to your complaints  about working conditions or unfair treatment.  Reporting workers to immigration  authorities is considered unlawful retaliation under the Fair Labor Standards Act.   Immigration and Customs Enforcement (ICE) has a policy that discourages it from  52getting involved where there is a dispute between an employer and an employee.  See  Appendix I.  
Sometimes these rules are not followed.  If you are questioned about your immigration  status as a result of your employers actions, you can remind the person who questions  you about these policies. It is also a good idea to contact a community organization that  you trust to ask for advice if your employer threatens you.   

What do I do if my employer refuses to return my passport or other important  documents? 
You may file a report of stolen property with the police, or contact a community  organization to assist you.
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#18 REBUTTAL Individual responds

IS IT WORTHY TO GO THROUGH AGENCIES

AUTHOR: Mr.Justice - (USA)

 NO OBLIGATIONS IN SOME STATES!

    CO:

  "Minimum wage and overtime coverage for third-party-employed in-home care workers who do work beyond Colorado's definition of "companion." Colorado's definition of "companion" is much narrower than the FLSA definition. Companions may not help to bathe and dress the person, do any amount of housekeeping, or remind the person to take medication. People who do those tasks are more than just "companions" they are "personal care" attendants. Personal care attendants are entitled to minimum wage and overtime. However, PCAs EMPLOYED DIRECTLY by private households are exempt from minimum wage and overtime. Colorado Minimum Wage Order No. 26 5; 7 Colo. Code Regs. 1103-1:5".

   HI:

  "Minimum wage and overtime coverage for companions as defined in the FLSA, but exemption for those employed directly by private households. Haw. Rev. Stat. 387-1".

   MI:

 "Minimum wage and overtime coverage for companions as defined in the FLSA, but exemption for live-in workers. Mich. Comp. Laws 408.394(2)(a). Exemption for workers employed solely by private household as a result of exemption for employer with fewer than two employees. Mich. Comp. Laws 408.382(c)".

    MT:

  "Minimum wage and overtime coverage for companions as defined in the FLSA, but exemption for those employed directly by private households. Mont. Code. Ann. 39-3-406(p)".

    PA:

  "Minimum wage and overtime coverage for companions as defined in the FLSA, but exemption for those employed solely by private households. Pa. Stat. Ann. tit. 43, 333.105(a)(2). Bayada Nurses v. Commonwealth of Pennsylvania, 8 A.3d 866 (Pa. 2010)".

   WI:

  "Minimum wage and overtime coverage for most companions as defined in the FLSA, but overtime exemption for those employed directly by private households, Wis. Admin. Code 274.015, and those employed by non-profit organizations. Wis. Admin. Code 274.015, 274.01. Companions who spend less than 15 hours a week on general household work and reside in the home of the employer are also exempt from minimum wage. Wis. Admin. Code 272.06(2)".
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#19 Consumer Comment

WORKERS EXPLOITATION

AUTHOR: I-laughing - (United States of America)

"Minimum wage and overtime coverage for most companions as defined in the FLSA, but overtime exemption for those employed directly by private households, Wis. Admin. Code 274.015, and those employed by non-profit organizations. Wis. Admin. Code 274.015, 274.01. Companions who spend less than 15 hours a week on general household work and reside in the home of the employer are also exempt from minimum wage. Wis. Admin. Code 272.06(2)".
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#20 REBUTTAL Individual responds

GOOFY, SLAVE LAW WILL CHANGE ONE DAY

AUTHOR: I-laughing - (United States of America)

translate - http://www.kurczaba.info/Archiwum-Wiadomosci.html

The battle to immigration reform
Gaining momentum
Senators outline key issues
Draft New Act
 
Increased law enforcement and
Immigration Reform
(REPAIR)
 
Several prominent Senators (Reid, Durbin, Schumer, Leahy, Feinstein, and Menendez) a few days ago announced a new plan to reform the immigration system REPAIR, which is the plan is "the outline of the stable solutions which agree to the representatives of both parties." Many of the provisions of this plan is concurrent with the proposal presented in December last year by Congressman Gutierrez. This plan offers hope for change in immigration law, especially after the support that President Obama has made ensuring that the proposed reforms would be very "important step" in repairing the immigration system, which in many cases does not meet expectations, and tasks to which they are appointed.
 
The most important of its provisions are:
- Provide opportunities to legalize the status of people residing in the United States without valid status including the granting of rights to work and travel.
- Speeding up the process of applying for permanent residence through employment or family of people who have already started this process.
- Introduction of the act called the DREAM Act. This project provides for the legalization of the status of students who graduated from high school in the U.S. and 2 years of college or military service.
- Forgiveness of the illegal entry of persons residing in the United States
- The granting of permanent residence to persons who have completed their studies in the United States.
 
In this article you will find a summary of the main provisions of the new law, which should interest both those who have already started the process of applying for permanent residence, as well as those who are just planning to go.
 
 
EFFECT OF THE ACT ON THE SITUATION OF WORK SPONSORED BY
 
The Act also applies to persons applying for a green card through an application filed by the employer, so called. Labor Certification. The Act provides for the appointment of a special Commission for sponsorship by a job that in determining the rules of sponsorship by the work will be guided by the development of employment promotion and protection of U.S. workers.
Therefore, I encourage those who are considering submitting an application for permanent residence for a job to do it quickly, before the newly appointed Commission will amend the law and procedures.
 
 
EFFECT OF THE ACT ON THE PERSON SPONSORED BY FAMILY MEMBER
 
The bill also provides for the acceleration of processing of applications filed by members of the family, which by law must be completed within the next eight (8) years. After eight years will be re-introduced visa limits.
 
One of the major changes envisaged by the new law is the inclusion of the spouse and children of persons with permanent residence (LPR) to the category of "close relatives" ("immediate relatives"), which would shorten the waiting time for a work permit for several years to several months. The bill provides for a number of other solutions, which, inter alia, regulate the situation of children including adopted children, and invokes the principle of humanity in a particularly heavy on grounds of humanitarian situations.
 
 
PERSONS WHO ARE IN THE UNITED STATES WITHOUT THE STATUS - TWO STAGES OF WAYS TO PERMANENT RESIDENCE
 
STEP 1 - PRE ACTION STATUS VERIFICATION
 
In the first stage of the persons living in the United States without valid status will be required to go through the registration process. In this process through verification of fingerprints taken will be tested for identity and history, including criminal record. All candidates will be required to make the appropriate fees. After registration and verification of the idea will be able to apply for the Future status immigrant (Lawful Prospective Immigrant - LPI). Such persons will be obliged to remain in the United States. Will be entitled to apply for a Social Security number, which will be verified by fingerprints and a right to work and travel outside the United States. Spouses and children residing abroad can apply for the status of the LPI.
 
All those who have not been verified and thus registered, and those who do not present themselves for registration, will be subject to deportation. Below is a list of people who will not have the right to registration:
1) Persons convicted of three or more offenses (misdemeanor), or for any offense which is punishable by imprisonment over one year (felony);
2) People persecuting others
3) Persons who are considered "undesirable" in the United States, subject to a prohibition on entry to the grounds of national security or because of criminal history;
4) Persons living in the United States on the status of the so-called. qualified immigrant status or valid nieimigracyjnym.
5) Persons who are brought illegally after the date of the new law.
 
 
STEP 2 - GOOD NEWS - VERIFICATION OF RESIDENCE
 
Phase II will begin eight years after the implementation of the Act and the completion of cases pending. In the second stage, the person with the status of the LPI (all who have been successfully registered in the first stage) will be allowed to file a petition for permanent residence (LPR). These people will have to meet the following conditions:
1) meet the basic requirements for future citizens of the United States,
2) Demonstrate knowledge of English,
3) Demonstrate a continuous stay in the United States,
4) Go through the required procedures for viewing and verification,
5) Prove current pay taxes or other federal or state charges
6) to register for military service (males between 18-26 years of age)
 
 Additional matters governed by the future act
 
Besides the above mentioned issues, the new law will also regulate other important issues such as:
- Introduction of a new program that promotes a new category of visas to allow for the purchase of real estate by foreign investors.
- Improve the functioning of visas for religious workers (R 1)
- Creating new opportunities for nurses and physiotherapists.
- Creation of programs that facilitate communication in the courts of people whose ability to communicate in English is limited.
- Integrating the immigration system.
- Appointment of a committee that zweryfikowalaby previous treatment of Americans of European origin in the past.
- Creation of a system that would allow for verification of employment seeking to eliminate the employment of "illegal".
- It introduces mandatory registration and so-called. Kar Monitoring System for undocumented foreigners.
- It introduces reforms to improve the enforcement of U.S. immigration system ...
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#21 Consumer Suggestion

DOCUMENT EXPERT

AUTHOR: Mr.Justice - (USA)

http://eeoc.gov/laws/practices/inquiries_citizenship.cfm

 What are the 10 steps to take to avoid immigration related employment discrimination?

1. Treat all people the same when announcing a job, taking applications, interviewing, offering a job, verifying eligibility to work, and in hiring and firing.

2. Accept documentation presented by an employee if it establishes identity and employment eligibility; is included in the list of acceptable documents; and reasonably appears to be genuine and to relate to the person. 

3. Accept documents that appear to be genuine. You are not expected to be a document expert, and establishing the authenticity of a document is not your responsibility. 

4. Avoid "citizen-only" or "permanent resident-only" hiring policies unless required by law, regulation or government contract. In most cases, it is illegal to require job applicants to be U.S. citizens or have a particular immigration status.

5. Give out the same job information over the telephone to all callers, and use the same application form for all applicants. 

6. Base all decisions about firing on job performance and/or behavior, not on the appearance, accent, name, or citizenship status of your employees. 

7. Complete the I-9 Form and keep it on file for at least 3 years from the date of employment or for 1 year after the employee leaves the job, whichever is later. This means that you must keep I-9s on file for all current employees. You must also make the forms available to government inspectors upon request. 

8. On the I-9 Form, verify that you have seen documents establishing identity and work authorization for all employees hired after November 6, 1986, including U.S. citizens.

9. Remember that many work authorization documents (I-9 Form lists A and C) must be renewed. On the expiration date, you must reverify employment authorization and record the new evidence of continued work authorization on the I-9 Form. You must accept any valid document your employee chooses to present, whether or not it is the same document provided initially. Individuals may present an unrestricted Social Security card to establish continuing employment eligibility.

Note:
Permanent resident cards should not be reverified 
Identity documents should not be reverified 

10. Be aware that U.S. citizenship, or nationality, belongs not only to persons born in the United States but also to all individuals born to a U.S. citizen, and those born in Puerto Rico, Guam, the Virgin Islands, the Commonwealth of Northern Mariana Islands, American Samoa, and Swains Island. Citizenship is granted to legal immigrants after they complete the naturalization process.

For more information, call the OSC Employer Hotline at 1-800-255-8155 or OSC Worker Hotline:1-800-255-7688 ... www.justice.gov
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#22 Consumer Comment

What if Im not a citizen of the United States?

AUTHOR: Mr.Justice - (USA)


  The Domestic Workers Bill of Rights and New York State Labor Laws protect you, 
whether you are:

 - a citizen of the United States
 - a legal permanent resident 
 - an immigrant with other lawful status (such as temporary protected status) 
 - an undocumented worker

These laws cover all workers. Their immigration status does not matter. However, 
workers must have work authorization in order to receive unemployment insurance.

  What if I am working as a white niger in other state?

    It is almost the same story. You have to send them complain to the US Labor Department.
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#23 REBUTTAL Individual responds

Carefull

AUTHOR: I-laughing - (United States of America)



  Do not be de-bil(l) and read carefully anti-discrimination notice to form I-9. I understand that US companies are hiring, but you suppose to be more aware what was written even English is your second language:-)
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#24 Consumer Comment

IMPORTANT QUESTIONS ABOUT AGENCIES

AUTHOR: Mr.Justice - (USA)


   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?
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#25 REBUTTAL Owner of company

SARCASTICALLY LAUGHING AT VILLAGERS FROM CIUPAGO

AUTHOR: I-laughing - (United States of America)

If "employers" do not know how to hire you properly. Fix them by instruction to form I-9, for example: "list of acceptable, unexpired documents": List C nr. 1 or A/B

http://www.uscis.gov/files/form/i-9.pdf

"ANTI-DISCRIMINATION NOTICE: IT IS ILLEGAL TO DISCRIMINATE AGAINST WORK-AUTHORIZED INDIVIDUALS. EMPLOYERS CANNOT SPECIFY WHICH DOCUMENT(S) THEY WILL ACCEPT FROM AN EMPLOYEE. THE REFUSAL TO HIRE AN INDIVIDUAL BECAUSE THE DOCUMENTS HAVE A FUTURE EXPIRATION DATE MAY ALSO CONSTITUE ILLEGAL DISCRIMINATION"

What is a purpose of this form?
   
"The purpose of this form is document that each new employee (both citizen and noncitizen) hired after November 6, 1986 is authorized to work in the United States"

   
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#26 REBUTTAL Individual responds

HIGH DEDUCTIONS:-)

AUTHOR: Mr.Justice - (USA)

If your employer provides you with meals and a place to stay, he or she can only deduct:

For meals: $4.50 per meal 
For lodging: $3.10 per day 
For your own house or apartment, with utilities: $5.80 per day 
(12 NYCRR 142-2.5, -2.19-20)

Under New York law or (federal law), your employer can only make the following kinds of deductions: Those required by law, such 
as Social Security and federal, state, and municipal income taxes. Those which benefit you and to which you consent in writing, such as health insurance premiums, pension payments, and union dues n  Other deductions which benefit you and to which you consent in writing, as long as they do not exceed 10% of your gross wages in a given pay period 
(NY Labor Law 193; 12 NYCRR 195.1) 

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#27 Consumer Comment

SAMPLE

AUTHOR: I-laughing - (United States of America)

 DATE 

Dear EMPLOYEE NAME: 

This letter confirms your employment with us as a full-time nanny for two children, ages 3 and 6, commencing on January 15, 2011 for a term of one year.  

The work week will be Monday through Friday from 8:00 to 5:00 with a 1 hour lunch break. The weekly salary will be $680 or $17/hr.  You will be paid every Friday, and we will give you a signed receipt. We will pay time and a half for every additional hour worked. You may choose whether to live-in or live out. 

Your responsibilities are limited to taking care of the two children, feeding them breakfast and lunch, and light housekeeping. Light housekeeping includes meal preparation and clean up as well as picking up after the children. 

You will receive two weeks of paid vacation per year to be taken whenever you choose as long as appropriate notice is provided. Paid holidays include New Years Day, Martin Luther King Jr.s Day, Presidents Day, Good Friday, Memorial Day, Independence Day, Thanksgiving Day, Labor Day, and Christmas Day. If you choose to work on a holiday, 
we will pay you time and a half. 

You will be paid when the family is on vacation whether or not you accompany us. If you accompany us, we will pay all of your travel and incidental expenses. You are entitled to 5 sick days and 3 personal days per year. We will pay 50% of your 
health insurance premiums up to $200 per month. We will also secure workers compensation insurance. 

We agree to give you at least three weeks notice or three weeks severance pay if we no longer need your services. We request that you likewise give us three weeks notice before leaving the position. 

Sincerely, 
EMPLOYER NAME

     Protecting Yourself on the JobTips for Workers 

 How Do I Protect Myself During Employment? 

Know your employers full name, address and phone number. 
Always keep copies of original documents with a trusted third person. 
If you give your documents to your employer, you have a right to have them returned.  It is illegal for your employer to keep them from you. 
Make sure that you always have your passport and other official documents, such as bank records, in your possession. Do not give them to your employer to keep for you. If your employer insists on keeping them for you, give him/her a 
photocopy, not the original. 
Make sure others know where you work. 
If you have your own bank account, only you should have access to it.  Make sure that only you have access to your money, whether or not you keep it in a bank account. 
You should receive your wages directly. Your employer may not deposit money directly into an account unless you give permission. 
It is safer for you, rather than your employer, to send your wages abroad if that is what you want. 
You can contact a community organization for help in setting up a bank account and/or sending your money abroad. 

Keep a record of: 
The hours you work everyday 
Your responsibilities for each day 
Pay dates and wages paid each week 
Receipts for all paychecks, photocopies of paychecks or handwritten records of 
cash paid 
Names and numbers of other employees of the same boss 
Anything that makes you feel uncomfortable write down what happened and when. (Was it something your employer said to you? Was it a task you were asked to do?) 
Any promises made by your employer  for a sample form you can use to keep your records. 
Keep these records in a safe place! 

          ICE Policy Regarding Labor Disputes

  When information is received concerning the employment of undocumented or unauthorized aliens, consideration should be given to whether the information is being provided to interfere with the rights of employees to form, join or assist labor 
organizations or to exercise their rights not to do so; to be paid minimum wages and overtime; to have safe work places; to receive compensation for work related injuries; to be free from discrimination based on race, gender, age, national origin, religion, handicap; or to retaliate against employees for seeking to vindicate these rights.  
  
 Whenever information received from any source creates a suspicion that an ICE enforcement action might involve the Service in a labor dispute, a reasonable attempt should be made by Service enforcement officers to determine whether a labor dispute is in progress. The Information Officer at the Regional Office of the National Labor Relations Board can supply status information on unfair labor practice charges or union election or decertification petitions that are pending involving most private sector, nonagricultural employers. Wage and hour information can be obtained from the United 
States Department of Labor (Wage and Hour Division) or the state labor department.  
  
In order to protect the Service from unknowingly becoming involved in a labor dispute, persons who provide information to the Service about the employer or employees involved in the dispute should be asked the following:

1) their names;
2) whether there is a labor dispute in progress at the worksite;
3) whether they are or were employed at the worksite in question (or by a union representing workers at the worksite);
 4) if applicable, whether they are or were employed in a supervisory or managerial capacity or related to anyone who is. Information should be obtained concerning how they came to know that the subjects lacked legal authorization to work, as well as the source and reliability of their information concerning the aliens status.  
  
It is also appropriate to inquire whether the persons who provide the information had or have a dispute with the employer of the subjects of the information. Likewise, the person providing the information about the aliens should be asked if the subjects of the information have raised complaints or grievances about hours or working conditions, 
discriminatory practices or about union representation or actions, or whether they have filed workers' compensation claims.  
  
Generally there is no prohibition for enforcing the Immigration and Nationality Act, even when there may be a labor dispute in progress. However, where it appears that information may have been provided in order to interfere with or to retaliate against employees for exercising their rights, no action should be taken on this information without the review of the District Counsel and approval of the Assistant District Director for Investigations or an Assistant Chief Patrol Agent.  

When Service enforcement action is taken and it is then determined that there was a labor dispute in progress, or that the information was provided to the Service to retaliate against employees for exercising their employment rights, the lead immigration officer in charge of the Service enforcement team at the worksite must ensure to the extent 
possible that any arrested or detained aliens necessary for the prosecution of any violations are not removed from the country without notifying the appropriate law enforcement agency which has jurisdiction over these violations.  
  
Any arrangements for aliens to be held or to be interviewed by investigators or attorneys for the state or federal Department of Labor, the National Labor Relations board or other agencies/entities enforcing labor/employment laws will be determined on a case-by case basis.  
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#28 Consumer Comment

BILL AS A CON ARTIST:-)

AUTHOR: I-laughing - (United States of America)

http://translate.google.com/translate?hl=en&sl=pl&u=http://detektywistyka.rubikon.pl/kryminalistyka.html&ei=fgC4T6KDN7Ds2AX-nqCMDA&sa=X&oi=translate&ct=result&resnum=1&sqi=2&ved=0CFYQ7gEwAA&prev=/search%3Fq%3Dhttp://detektywistyka.rubikon.pl/kryminalistyka.html%26hl%3Den%26biw%3D1920%26bih%3D875%26prmd%3Dimvns
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#29 Consumer Comment

CA BILL OF RIGHTS

AUTHOR: Mr.Justice - (USA)

     Civilization in US:-)

   Why a Domestic Workers Bill of Rights?

Domestic Workers are the bedrock of a functioning society - they do the work that makes other work possible. Yet they are a workforce in crisis. Domestic Workers Are Vulnerable:

Read this Research & Policy Brief from the UCLA Institute for Research on Labor and Employment.
The domestic worker industry is riddled with abuse, mistreatment, and labor violations. The mostly female and immigrant domestic workforce is particularly vulnerable due to the isolated nature of the industry, where women labor behind closed doors and out of the public eye. Furthermore, domestic workers are excluded from or discriminated against by most labor and employment laws. In fact, the exclusion of domestic workers from the National Labor Relations Act, means they are unprotected when asking for respect of their basic rights and are unable to collectively bargain for conditions allowing them to labor in dignity. California can level the PLAYING FIELD by enacting the following comprehensive bill of rights which seeks to eliminate discriminatory provisions in the labor code and grant domestic workers basic rights that other California workers gain through collective bargaining.

   The California Domestic Worker Bill of Rights

The California Domestic Worker Bill of Rights (CDWBR) would provide domestic workers with: Equal overtime pay. Currently, personal attendants are excluded from overtime rights and live-in domestic workers receive less protection under overtime laws. The CDWBR would include ALL domestic workers in Californias overtime protections of time and a half after 8 hours in one workday and 40 hours in one workweek and double time after 12 hours in one workday. Equal right to workers compensation. Domestic workers are carved-out of Californias workers compensation laws when they work in private households less than 52 hours or earn less than $100 in the previous 90 days. The CDWBR would cover ALL domestic workers under Californias workers compensation laws. Equal right to reporting time pay. Personal attendants currently have no right to reporting time pay, when they show up to work and their employer cancels the job. The CDWBR would extend reporting time pay rights that most California workers enjoy to personal attendants. Right to 8 hours uninterrupted sleep under adequate conditions. No law currently guarantees domestic workers the right to uninterrupted sleep. Domestic workers often labor around the clock PLACING THEMSELVES AND THE PEOPLE THEY CARE FOR AT RISK OF SICKNESS AND UNINTENTIONAL MISTAKES CAUSED BY EXHAUSTION. The CDWBR would guarantee domestic workers at least 8 hours of uninterrupted sleep under adequate conditions. Right to cook ones own food. Unlike most California workers, domestic workers are often confined to the home of their employer and are forced to eat food that is unhealthy or not to their liking. The CDWBR would grant domestic workers the right to make basic decisions regarding the type of food they eat. The California Household Worker Rights Coalition, Lead Organizations California Domestic Workers Coalition

Contact: Andrea Cristina Mercado, andreacristina@mujeresunidas.net, 415-621-8140 x301Graton Day Labor CenterCoalition for Humane Immigrant Rights of Los Angeles (CHIRLA)
Contact: Altagracia Garcia, agarcia@chirla.org, (213) 353-1785Filipino Advocates for Justice (Oakland)
Contact: Katie Joaquin kjoaquin@filipinos4justice.org, 510-465-9876 x301 Mujeres Unidas y Activas (Oakland and San Francisco)
Contact: Claudia Reyes, claudia@mujeresunidas.net, 415-621-8140 x306 Pilipino Workers Center (Los Angeles) People Organized to Win Employment Rights (San Francisco) Womens Collective of La Raza Centro Legal (San Francisco)
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#30 Consumer Comment

I - circus

AUTHOR: I-laughing - (United States of America)

Mr. Whisky

   The best student of x. dr. Jigger is chasing all cLA(o)Wns who does not support our spongers by taxes according Polish-American agreement
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#31 Consumer Suggestion

DOMESTIC WORKERS BILL OF RIGHTS IN NY

AUTHOR: I-laughing - (United States of America)



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

University of Bolon(ia)ey:-)

AUTHOR: Mr.Justice - (USA)

Those funny businesses remind me cute institution and Cardinal LAW who had to escape from Boston to Rome ...
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#33 REBUTTAL Individual responds

GOING TO COURT

AUTHOR: I-laughing - (United States of America)

Instead of filing a complaint with a state or federal agency, a worker owed wages by her employer may instead file a complaint in court. A worker should consult an attorney at a legal aid agency or at a worker center before doing so. 

a) Small Claims Court: A worker with a claim for money damages less than $10,000 can file in Small Claims Court and does not need to hire an attorney.

For more information about Small Claims Court, visit http://www.ag.state.il.us/consumers/smlclaims.html.

Forms for filing in Cook County (Chicago) can be found at
http://198.173.15.34/?Section=FormsPage&FormsPage=ALL&FORMNAME=
&TITLE=small+claims&Submit=Submit.

b) Chicago Pro Se Court: A worker with a claim for less than $1,500 can file at Pro Se Court. Filing a claim pro se means filing without being represented by a lawyer. After filing pro se a worker can hire an attorney only if the employer hires one. To file, go to Room 602, Richard J. Daley Center, Clark and Randolph
Streets, Chicago, IL. For more information visit http://www.cookcountyclerkofcourt.org/Community_Resources/brocures/prose_/p
rose_.htm.

c) Court costs: If you feel that you cannot afford the court filing fee and service cost, you can apply to have the fees waived. The courts may provide a waiver if you can show that your income falls below a certain level, you receive public benefits, or if the court costs will cause you significant financial hardship. See
http://198.173.15.31/Forms/pdf_files/CCGN689A.pdf for the application and more information about fee waivers in Illinois State Court.

The U.S. Federal District Court for the Northern District of Illinois (in cooperation with several other organizations) runs the District Court Self-Help Assistance Program, a free limited legal assistance program for pro se litigants: people who are not represented by a lawyer. Pro se litigants who have filed or who are
considering filing a case in the U.S. Federal District Court for the Northern District of Illinois can meet with an attorney and receive free limited assistance regarding their legal matters. For more information, see
http://www.ilnd.uscourts.gov/home/_assets/_documents/Website%20Self-Help%20Program%20Announcement.pdf or contact the Intake Desk of the Clerks Office at (312) 435-5691. 

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#34 Consumer Comment

CONTRACTS ARE NULL:-):-):-)

AUTHOR: I-laughing - (United States of America)


 "Reporting workers who are complaining about wage and hour violations to immigration
authorities is considered unlawful retaliation under the Fair Labor Standards Act. It is
illegal retaliation for employers to threaten to report a worker to the ICE for trying to
enforce her labor rights. (A number of labor and employment laws have anti-retaliation
provisions.)

ICE maintains an internal policy called an operating instruction that places limitations
on immigration enforcement investigations where there is an ongoing labor dispute
including wage and hour violations, health and safety violations, workers compensation
claims, and discrimination complaints" - National Employment Law Project

   Employment Agencies

Employment agencies are licensed businesses that have lists of employers who are
looking for domestic help. The agency receives commissions for each domestic worker
it places, either from the employer OR the worker. 

Workers should look for agencies that do not charge
placement fees. In Illinois, employment agencies are required to note in their
advertisements whether they charge applicants fees or whether the employer
pays the fee so workers can be informed when they arrive at the office.
Employment agencies in Illinois who charge fees to workers are required to post
their fees in any room where workers are interviewed.
The agency is required to ask each worker to fill out an application form. The form
should not ask for a workers social security number or immigration status! 


225 ILCS 515/5, which states that the agency may charge workers a placement fee,
that the agency and worker have agreed upon, or negotiated, and put in writing. A worker should receive a copy of any agreement she signs about amount, method of payment, or time and place of payment. No fee should be paid before the worker has received a job. 

   for example:

I dont have to pay you minimum wage. What are you going to do if I dont pay
minimum wage?

Whether I am documented or not, I have a right to a minimum wage. Even if I signed
something that said I agreed to less than minimum wage, you still have to pay me
minimum wage.A contract to pay someone less than minimum wage is illegal.It means that contract is null:)If you do not pay me minimum wage, I can file a complaint with the Federal Department of Labor



 



  




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#35 Consumer Comment

How it works

AUTHOR: Mr.Justice - (USA)

Do I need to pay my nanny or housekeeper minimum wage? What about overtime? Domestic employees have been covered by the Fair Labor Standards Act (FLSA) since 1974.The FLSA stipulates that domestics (household workers) must be paid at least the Federal minimum wage. The FEDERAL minimum hourly rate is $7.25 per hour effective July 24, 2009. If your state imposes a minimum wage higher than the Federal minimum, the state amount is in effect.

 Overtime compensation coverage hinges on whether the household worker lives in (on the premise) or lives out (come-and-go). You are required to pay a domestic employee who lives out overtime (for hours above 40 in a week **). Overtime is one and one-half times the normal hourly rate. Live-in employees must be paid for every hour they work but are not automatically entitled to the overtime differential. (There are some exceptions to the live-in exclusion, notably CA, NY, NJ and MD.) If the household employee receives a "salary" that covers a work week of more than 40 hours, your employment agreement must explicitly state the regular and overtime rates of pay. Hours worked include the following:

All hours on duty, including meal time if the employee is required to remain at the premises during meals.

Nap time

Time when children are in school IF nanny is required to be "on call" for any emergencies such as early dismissal, child sick at school, etc.

In general, hours worked includes all time that the employee is required to be at the employer's home and all time that the employee is required to be 'on call' in the course of his/her duties.There are many states which enforce higher minimum wages. Where Federal and state law have different minimum wage rates, the higher standard applies.
These rules are governed by the  Fair Labor Standards Act. Please familiarize yourself with these rules if you are considering a pay rate that does not meet the FLSA standards articulated above.It is important to note that the FLSA specifically calls out domestic employment (housekeepers, maids, nannies, etc.) in the statue as non-exempt employees, covered by the rules and protections of the FLSA. This is not a grey area, subject to individual interpretation.To quote the  FLSA's Handy Reference Manual, "Domestic service workers such as day workers, housekeepers, chauffeurs, cooks, or full-time babysitters are covered if:

(1) their cash wages from one employer in calendar year 2009 are at least $1,700. (Different amounts would be designated in other calendar years, pursuant to an adjustment provision in the Internal Revenue Code); or
(2) they work a total of more than 8 hours a week for one or more employers."

Elder Care Services: Companionship services and personal attendants employed in a private home are covered by slightly different rules relative to overtime calculations. See our discussion Household Employees, Companions, Personal Attendants and the Minimum Wage.** California household employees who live out are entitled to the overtime differential for hours work over 8 in a day. So a schedule of 4 10-hour days is paid as 32 hours at the regular rate, and 8 hours at the overtime rate. In general, California has a number of rules and regulations that impose MORE duties and responsibilities on the household employer than Federal law does. We recommend you read EDD's Household Employer's Tax Guide for California-specific advice.
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#36 Consumer Comment

cute loophole in contract from agencies:-)

AUTHOR: Mr.Justice - (USA)


   http://www.whitehouse.gov/photos-and-video/video/2011/12/15/president-obama-ensuring-fair-pay-home-care-workers

  What if there is no agreement about sleep time?

 "Where there is no express or implied agreement with respect to sleep time, all hours must be counted as work time"

  see:
    http://www.dol.gov/whd/flsa/companionNPRM-FAQ.htm#7
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#37 REBUTTAL Individual responds

AUTHOR ... 24 service - overworked and underpaid

AUTHOR: I-laughing - (United States of America)

  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.pdf
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#38 Consumer Comment

overtime for "slaves"?

AUTHOR: I-laughing - (United States of America)

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.  
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#39 Consumer Suggestion

I - "DEER"

AUTHOR: Mr.Justice - (USA)

PLEASE BE VERY CAREFUL ON MOST OF THE REFERRAL AGENCIES WHO MAKES LIVE-IN PLACEMENT UNDER FEDERAL MINIMUM WAGE INCLUDING THEIR GOOFY TRICK SUCH US: MAKE AN EMPLOYEES AS AN INDEPENDENT CONTRACTORS AND LET THEM BUY INSURANCE FROM LITTLE RATE.

IS IT WORTHY TO PAY THEM 2 WEEKS SALARY WHICH ARE UNDER $174 FOR DAILY RATE MINUS BOARD - $15
PLUS UNINTERRUPTED SLEEP PATERN UP TO 8 HOURS FOR 24 HOUR SERVICE? THOSE EMPLOYERS WHO ARE HIRING DIRECTLY DOES NOT HAVE OBLIGATION TO PAY EVEN MINIMUM WAGE. WHY DO THEY HIRE THROUGH AGENCIES? DO THEY HAVE BRAIN IN ORDER TO AVOID THOSE COMPLAINTS??? I DO NOT THINK SO!
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#40 REBUTTAL Individual responds

Misclassification of Employees

AUTHOR: Mr.Justice - (USA)

Consequences of treating an employee as an independent contractor.   If you classify an employee as an independent contractor and you have no reasonable basis for doing so, you are liable for employment taxes for that worker (the relief provision, discussed next, will not apply). See section 2 in Publication 15 (Circular E) for more information from IRS

Employers must report income and employment taxes withheld from their employees on an Employer's Quarterly Federal Tax Return (Form 941) and deposit these taxes in full to an authorized bank or financial institution pursuant to Federal Tax Deposit Requirements. Employers are also responsible for filing a FUTA return annually, and depositing those taxes.

Employers who do not comply with the employment tax laws may be subject to criminal and civil sanctions for willfully failing to pay employment taxes.  
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#41 REBUTTAL Individual responds

I-kiss/fart

AUTHOR: Mr.Justice - (USA)

 When your rednekcs not even started taking back to you, but they are calling you by names such us: a*hole, little idiot, etc. Please be so kind and surprise them by those form in order to stop harassment at work.

    "The behavior must be MORE THAN A FEW isolated incidents or casual comments. It involves a pattern of abusive and degrading conduct directed against a personbecause of his or her protected class that is sufficient to interfere with work or creates an offensive and hostile work environment"

   I remember one goofy lady who accused worker for "harassment" for 2 not offensive phone call on voice mail to her. Be careful of master of deception and sue her/him as quickly as possible for their stupidity!

      http://dwd.wisconsin.gov/dwd/publications/erd/pdf/erd_7334_pweb.pdf
      http://dwd.wisconsin.gov/er/discrimination_civil_rights/harassment.htm
      http://www.lc.cc.il.us/legal/harass.aspx      
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#42 REBUTTAL Individual responds

I - care(kill)giver

AUTHOR: I-laughing - (United States of America)

Unfortunately Labor Department does not have form against agencies who misclassified workers. You have to send form SS-8 to IRS to fix goo(d)fy contract. Those crooks deserve to pay penalties like owners who owns construction companies

example: I - dump

The employee Classification Act

http://www.state.il.us/agency/idol/forms/PDFs/ECA_%20Polish_FS.pdf 

Only goofy Polacks could offer "CARE" to decent Polish workers - Baraba(ra:-)s Ste(e)al Co.

Guess what ... they made employees as a independent contractors in order to avoid taxes and insurance. I do not want to even mention about unpaid wages, overtime, etc.

Thank God they got cute penalties:  $60.000, $180.000 and $2.100,000. I was dying of laughing when I saw those papers last Sunday. I hope that they won't me buried alive for Justice without court.

Best wishes from Dyzma

PS.

"The crucial fact necessary to be mentioned is that we were deliberately misclassified as independent subcontractors instead of employees, although we were subjected to directions and control of the contractor: 

we have been paid by the hour
we have been using equipment and materials belonging to the company
we have been following instructions as for what kind of work, where, when and how it needs to be carried out 
we have been helped by other employees 
we have been required to carry out tasks in a certain order 
we have not invested in the equipment we have been using
we have not incurred a financial risk".
we have been working only for one company
we have had a continuity of work
we have been working on premises or were sent to sites by the employer 
we have been working a specified number of hours". 
 
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#43 UPDATE EX-employee responds

FORM I-9

AUTHOR: I-laughing - (United States of America)

 Read carefully instruction to form I-9!
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#44 Consumer Comment

FEES:-)

AUTHOR: I-laughing - (United States of America)

VICTIMS MUST PAY:-) OTHERWISE MAFIA WILL BE AFTER YOU OR WILL SEND YOU TO THE CEMETERY FOR YOUR REFUND! EUROCARE DOES NOT MAKE REIMBURSEMENT!!!

BE CAREFUL ON "AT YOUR SERVICE" AS KNOWN AS A "EUROCARE" OR "POLONIA" WHO HAS BAD REPUTATION, CROOKED CONTRACTS AND NO LICENSE IN OTHER STATE EXCEPT IL OR "IRENE'S INTERNATIONAL HOME CARE"


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#45 REBUTTAL Individual responds

FRANCHISE AGENCIES:-)

AUTHOR: I-laughing - (United States of America)

 As a client you think that you can get better service. They charge you $20 and up. Most of those people are non-CNA, unskilled, inexperience with citizenship. Unfortunately worker get $9.75-11. Those owners making on workers 50% a day!!! Is it worthy to be under them even you know how to avoid citizenship by form I-9?
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#46 Consumer Comment

Highly recommended ...

AUTHOR: I-laughing - (United States of America)

I found only 2 or 3 referral agencies which can be highly recommended - (europeannannies.com) 773 773 9653. They have provided business over 30 years - NO DUBLE FEES, no complaints! The other one has CORRECT CONTRACTS - (lovingcare-agency.com) 773 262 7181, but does't not have waivers in some situations. You have to negotiate! Good luck with GOOD ONES among crooks!!!
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#47 Consumer Comment

THIS IS NOT APRIL FOOLS' DAY!

AUTHOR: Bohdan - (United States of America)



  Those FUNNY companies suppose to have different names such us: GOO(D)FY People LLC or HOME(LESS) CARE SERVICES, INC, or any crooks companies from IL, etc.
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#48 Consumer Suggestion

BEETS

AUTHOR: Mr.Justice - (United States of America)

Villagiens  will teach us how much we suppose to spend for meal 3 times a day. Ridiculous at least $5 per meal, number of days, etc.
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#49 Consumer Comment

CROOKS

AUTHOR: Bohdan - (United States of America)

 In IL:

    COPY

    "The placement or employment service fee shall not be received by such licensee before the applicant has accepted a position tendered by the employer.  After there is acceptance of a position the placement or employment service fee may be collected.
 
The term acceptance means a mutual agreement, verbal, or written, between employee and employer as to starting salary, position, time and place of employment".

  IL Labor Department
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#50 UPDATE EX-employee responds

CONTRACTS AGAINST LEGISLATION

AUTHOR: Correction - (United States of America)

http://www.ilga.gov/legislation/ilcs/ilcs3.asp?ActID=1374&ChapterID=24
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#51 REBUTTAL Individual responds

HAVE YOU EVER SEEN CORRECT REFERRAL SLIP?

AUTHOR: Correction - (United States of America)

 "Every such licensee shall give to every applicant, who is sent out for a job or for an interview with a prospective employer, a card or printed paper or letter of introduction which shall be called a "referral slip" containing the name of the applicant, the name and address of the employer to whom the applicant is sent for employment, the name and address of the agency, the name of the person referring the applicant, and the probable duration of the work, whether temporary or permanent. The referral slip shall contain a blank space in which the employment counselor shall insert and specify in a prominent and legible manner whether the employment service fee is to be paid by the applicant or by the employer, or in the case of a split-fee, the percentage of the fee to be paid by the applicant and the percentage of the fee to be paid by the employer, or shall state whether the fee is to be negotiable between the employer and the employee. A duplicate of all such referral slips shall be kept on file in the agency for a period of one year. In the event that the applicant is referred to a job or to a prospective employer by telephone or telegraph, the referral slip shall be mailed to the applicant and to the prospective employer before the close of the business day on which the telephoned or telegraphed referral was given. No person shall be sent out for a job or to interview a prospective employer unless he has been personally interviewed by the agency or has corresponded with the agency with the purpose of securing employment. 

    If the employer pays the fee, and the employee fails to remain in the position for a period of 30 days, such licensee shall refund to the employer all fees, less an amount equal to 25% of the total salary or wages paid such employee during the period of such employment, within 3 days after the licensed person has been notified of the employee's failure to remain in the employment, provided such 25% does not exceed the amount charged for a permanent position of like nature. 

    If the employee pays the fee and is discharged at any time within 30 days for any reason other than intoxication, dishonesty, unexcused tardiness, unexcused absenteeism or insubordination, or otherwise fails to remain in the position for a period of 30 days, thru no fault of his own, such licensee shall refund to the employee all fees less an amount equal to 25% of the total salary or wages paid such employee during the period of such employment within 3 days of the time such licensee has been notified of the employee's failure to remain in the employment, provided the 25% does not exceed the charge for a permanent position of like nature. All refunds shall be in cash or negotiable check. 
    If the employee has promised his prospective employer to report to work at a definite time and place and then fails to report to work, such circumstances shall be considered prima facie evidence that the employee has accepted the employment offered. 
    Where a dispute concerning a fee exists, the department may conduct a hearing to determine all facts concerning the dispute and shall after such hearing make such recommendations concerning such dispute as shall be reasonable."
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#52 REBUTTAL Individual responds

TOILET PAPER CONTRACTS:-)

AUTHOR: Jesse - (United States of America)

       Copy:
   
"A Private Employment agency cannot charge an applicant a fee for finding him/her a job. They can charge a fee for things like resume writing, job hunting skills, and other things of that nature.  However, they must make it clear what the fee is for.

I'm going to give you a website in which you can obtain additional information.  If you wish to file a complaint with this office, I will also provide you with the website where you can download a Labor Standards complaint form"

 Actually, you suppose to create own statement in this matter. They do not have form against agencies which has contracts
like toilet paper:-)
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#53 General Comment

BAD ONES from Good People LLC

AUTHOR: Mr.Justice - (United States of America)

 
    Time for objective truth!!!

     Notice to legal or illegal migrant workers who got protected by state or federal law about their
minimum wages for service who suppose to be paid not less than $174
minus some deduction ... plus their own taxes and SSA. as an employee or
independent contractors in order to get retirement plan in their own
countries.

    http://dwd.wisconsin.gov/dwd/forms/erd/ls_119_e.htm   

          or

    http://www.dol.gov/whd/contactform.asp

       Good luck with back pay:-)
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#54 REBUTTAL Individual responds

AWFUL SCAM FROM GOOD PEOPLE LLC

AUTHOR: Workers of Good People, LLC - (United States of America)

Spammers in action who charged illegally for years  and decided to create defamation on workers performance! Few million dollars was charged by those goofy agencies according to their imagination!

"It was ILLEGAL for Good People, LLC (and any referral agencies which does not follow the law) to CHARGE workers a referral fee. However, at this point of DWD investigation they are only truing to determine whether or not workers have received full payment of the referral fee that they paid to the agency. If the workers stil have not been paid in full for the referral fee that they paid, please provide documentation of the amount that they paid to agency" (contracts).

"Referral agency businesses was registered with this Department as an employer agent whose fees or charges are paid entire and directly by the employer to the employment agent (Emphasis added)

You charge Mr/Mrs. ... (worker) 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 ... 277.19, 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 Private Employment Agency regulations. Failure to do so could result in further action".
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