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Don’t forget “at will employment” to be sure. If your a model employee and not costing the business more by keeping you on payroll as opposed to someone costing less (really unfair to you), but is singling you out; then, you’ve got to be very specific about how the MOD is arriving at his/her decision. You never know for sure until you ask the question, but be prepared for the answer to the question you are asking to be answered in a way that’s more likely to be a direct result of your job performance if not your assigned job rate of pay. Unfortunately, you can’t ask what others make an hour legally. You should however keep a notebook with regard to dates, times, MOD on duty, and the individual being kept on duty instead of yourself. If you can prove a pattern over several months then you can make a good case for the GM or possible legal action. Keep everything to yourself or move on if you don’t feel my advice is right for you.
They can also simply keep their time slip because when you clock in/out, the POS (point of sales) unit should deliver a printout of time in and out.
Chief
Definitely time, especially if you need hours and others are willing to leave.
https://justicelawcorp.com/blog/what-to-do-when-your-employer-cuts-your-hours-instead-of-your-pay-is-it-still-wage-theft/
Check out the above
Coming from a GM, he/she should be looking to send people home who want to go home. Granted, if the system is dependent on first in, first out, then the MOD has the right to cut you first, but like myself and others mentioned, if some one else is ready to go home (most kids and people really don’t want to truly work), then I would speak up and or ask for transparency and find out why this particular MOD/shift lead has you designated as first out. Ask for a review of your performance and see if there’s a why behind it… otherwise you’re being targeted. And then there’s always the money angel meaning who’s costing the most labor as to why people get cut first.
Dishwasher