HUNTINGTON LEARNING CENTER RIPPING OFF EMPLOYEES ripoff Olympia Fields Illinois

I am a former owner of a Huntington franchise down in Texas, so I have a few insights to make regarding your complaint. I've not been involved in your dispute and don't know the owner's side of things. These are just my own observations based on my experience in my Texas center.

First of all, you have a right to expect to be paid, regardless of how many or how few hours you worked. If they are not paying you, then you should be protected by the employment laws in your state. I would expect that the laws in Illinois are much more stringent than they are in Texas, but even here, workers have a right to be paid and the payday laws are fairly strict.

I also agree that, especially if you are driving long distances, that it is reasonable for you to expect that you will be able to work a certain amount of time in order to justify the commute. If you did not specify this constraint upfront, then I would suggest that you have helped set up some of your current complaint. In my center, I often looked at candidates addresses and would not even interview someone who lived that far away. While I always did my best to accommodate teacher preferences, I could not always guarantee specific arrangements and a long commute simply causes problems.

It is also, extremely annoying and expensive to have a teacher go through training and then quit immediately afterwards for no apparent reason. I would suspect that some of what you've described is simply an imperfect attempt by the center to curb any potential abuse of the training period by employees.

I would like to suggest that you ease up on the owner. Unless they are truly trying to rip you off (which is unlikely given the seriousness of the penalties involved), it truly may be an oversight. You would be amazed at how many directions an Huntington owner is pulled in - it can be extremely overwhelming at times. This is not intended as an excuse. But everyone always thought that since I owned a business that I must be wealthy and life was a breeze.

The reality was that I worked 80-hour weeks without end and often had to do the very work that I was paying people to do. The margins are a lot tighter than you might imagine and so it does hurt to invest in employees who don't stay. Trying to juggle student needs, employee needs, and maintain all of Huntington's, as well as all federal, state, and local, requirements was a tremendous amount of work. I always put the needs of my students first and my employees second. Always. No one ever saw or appreciated that. While I never expected that to be acknowledged or appreciated, I was amazed at the number of times I was subjected to abuse by employees because I didn't do what they wanted exactly when they wanted. The owner's job is a really tough one, which can be very overwhelming at times.

I am a former owner of a Huntington franchise down in Texas, so I have a few insights to make regarding your complaint. I've not been involved in your dispute and don't know the owner's side of things. These are just my own observations based on my experience in my Texas center.

First of all, you have a right to expect to be paid, regardless of how many or how few hours you worked. If they are not paying you, then you should be protected by the employment laws in your state. I would expect that the laws in Illinois are much more stringent than they are in Texas, but even here, workers have a right to be paid and the payday laws are fairly strict.

I also agree that, especially if you are driving long distances, that it is reasonable for you to expect that you will be able to work a certain amount of time in order to justify the commute. If you did not specify this constraint upfront, then I would suggest that you have helped set up some of your current complaint. In my center, I often looked at candidates addresses and would not even interview someone who lived that far away. While I always did my best to accommodate teacher preferences, I could not always guarantee specific arrangements and a long commute simply causes problems.

It is also, extremely annoying and expensive to have a teacher go through training and then quit immediately afterwards for no apparent reason. I would suspect that some of what you've described is simply an imperfect attempt by the center to curb any potential abuse of the training period by employees.

I would like to suggest that you ease up on the owner. Unless they are truly trying to rip you off (which is unlikely given the seriousness of the penalties involved), it truly may be an oversight. You would be amazed at how many directions an Huntington owner is pulled in - it can be extremely overwhelming at times. This is not intended as an excuse. But everyone always thought that since I owned a business that I must be wealthy and life was a breeze.

The reality was that I worked 80-hour weeks without end and often had to do the very work that I was paying people to do. The margins are a lot tighter than you might imagine and so it does hurt to invest in employees who don't stay. Trying to juggle student needs, employee needs, and maintain all of Huntington's, as well as all federal, state, and local, requirements was a tremendous amount of work. I always put the needs of my students first and my employees second. Always. No one ever saw or appreciated that. While I never expected that to be acknowledged or appreciated, I was amazed at the number of times I was subjected to abuse by employees because I didn't do what they wanted exactly when they wanted. The owner's job is a really tough one, which can be very overwhelming at times.

I am a former owner of a Huntington franchise down in Texas, so I have a few insights to make regarding your complaint. I've not been involved in your dispute and don't know the owner's side of things. These are just my own observations based on my experience in my Texas center.

First of all, you have a right to expect to be paid, regardless of how many or how few hours you worked. If they are not paying you, then you should be protected by the employment laws in your state. I would expect that the laws in Illinois are much more stringent than they are in Texas, but even here, workers have a right to be paid and the payday laws are fairly strict.

I also agree that, especially if you are driving long distances, that it is reasonable for you to expect that you will be able to work a certain amount of time in order to justify the commute. If you did not specify this constraint upfront, then I would suggest that you have helped set up some of your current complaint. In my center, I often looked at candidates addresses and would not even interview someone who lived that far away. While I always did my best to accommodate teacher preferences, I could not always guarantee specific arrangements and a long commute simply causes problems.

It is also, extremely annoying and expensive to have a teacher go through training and then quit immediately afterwards for no apparent reason. I would suspect that some of what you've described is simply an imperfect attempt by the center to curb any potential abuse of the training period by employees.

I would like to suggest that you ease up on the owner. Unless they are truly trying to rip you off (which is unlikely given the seriousness of the penalties involved), it truly may be an oversight. You would be amazed at how many directions an Huntington owner is pulled in - it can be extremely overwhelming at times. This is not intended as an excuse. But everyone always thought that since I owned a business that I must be wealthy and life was a breeze.

The reality was that I worked 80-hour weeks without end and often had to do the very work that I was paying people to do. The margins are a lot tighter than you might imagine and so it does hurt to invest in employees who don't stay. Trying to juggle student needs, employee needs, and maintain all of Huntington's, as well as all federal, state, and local, requirements was a tremendous amount of work. I always put the needs of my students first and my employees second. Always. No one ever saw or appreciated that. While I never expected that to be acknowledged or appreciated, I was amazed at the number of times I was subjected to abuse by employees because I didn't do what they wanted exactly when they wanted. The owner's job is a really tough one, which can be very overwhelming at times.

I am a former owner of a Huntington franchise down in Texas, so I have a few insights to make regarding your complaint. I've not been involved in your dispute and don't know the owner's side of things. These are just my own observations based on my experience in my Texas center.

First of all, you have a right to expect to be paid, regardless of how many or how few hours you worked. If they are not paying you, then you should be protected by the employment laws in your state. I would expect that the laws in Illinois are much more stringent than they are in Texas, but even here, workers have a right to be paid and the payday laws are fairly strict.

I also agree that, especially if you are driving long distances, that it is reasonable for you to expect that you will be able to work a certain amount of time in order to justify the commute. If you did not specify this constraint upfront, then I would suggest that you have helped set up some of your current complaint. In my center, I often looked at candidates addresses and would not even interview someone who lived that far away. While I always did my best to accommodate teacher preferences, I could not always guarantee specific arrangements and a long commute simply causes problems.

It is also, extremely annoying and expensive to have a teacher go through training and then quit immediately afterwards for no apparent reason. I would suspect that some of what you've described is simply an imperfect attempt by the center to curb any potential abuse of the training period by employees.

I would like to suggest that you ease up on the owner. Unless they are truly trying to rip you off (which is unlikely given the seriousness of the penalties involved), it truly may be an oversight. You would be amazed at how many directions an Huntington owner is pulled in - it can be extremely overwhelming at times. This is not intended as an excuse. But everyone always thought that since I owned a business that I must be wealthy and life was a breeze.

The reality was that I worked 80-hour weeks without end and often had to do the very work that I was paying people to do. The margins are a lot tighter than you might imagine and so it does hurt to invest in employees who don't stay. Trying to juggle student needs, employee needs, and maintain all of Huntington's, as well as all federal, state, and local, requirements was a tremendous amount of work. I always put the needs of my students first and my employees second. Always. No one ever saw or appreciated that. While I never expected that to be acknowledged or appreciated, I was amazed at the number of times I was subjected to abuse by employees because I didn't do what they wanted exactly when they wanted. The owner's job is a really tough one, which can be very overwhelming at times.

Well, after several e-mails stating that I just wasn't going to forget about the hours of training for which I was supposed to have been paid, Anthony Wharton, one of the owners, e-mailed me back and told me I would be paid for those hours as of the 15th of August, their next pay period. Hopefully, he will keep his word and that will be the end of story.

However, the moral of the story: employees beware. Education is just another "product" in our capitalistic society, and those who provide it are all too often treated like "slave labor". I wouldn't want to work for any Huntington center again. I'd be better off working at McDonald's. At least I'd get a couple of cheeseburgers out of the deal!

I completed 8 hours of training and could not continue to work there because I was scheduled to work one hour and it took me nearly an hour to get there! I was spending more on gas than I was earning. So I explained the situation and now find out that they conveniently have a "policy" not to pay employees for hours spent training unless they work for at least 11 hours following the training. This "policy" was never emplained to me at the time I was hired, and I assure you if it had been, I would never have wasted my time.

I completed the 8 hours of training, which are supposed to be compensated at a rate of $10 per hour--pretty cheap for a college grad!! These people obviously want something for nothing. This whole experience has been insulting and demeaning and frankly if this is the way they treat their employees, I can't imagine anyone wanting to send their children there for help!! THEIR BEHAVIOR DISPLAYS A LACK OF INTEGRITY AND CHARACTER AND I THINK THEY BETTER TUTOR THEMSELVES ON HOW TO BE HUMAN BEINGS BEFORE THEY TRY TO TUTOR ANYONE ELSE!! IF I WERE A PARENT, I WOULDN'T WASTE MY HARD EARNED MONEY SENDING MY CHILDREN TO CAPITALISTIC PIGS WHO ARE JUST INTERESTED IN SAVING THEIR BOTTOM LINE!!!

Huntington wants cheap labor because they're a cheap company and this "policy" is a cheap shot by people who want all the glory of having their own business without the RESPONSIBILITY!!! TYPICAL MENTALITY OF TODAY--AND THAT'S WHO'S TEACHING OUR KIDS??? NO THANK YOU!!