Comp time is generally not a legal substitute for overtime pay. So, if you worked 44 hours in a week, the 4 extra hours must be paid at time and a half. Letting you work only 36 hours in the next week is not sufficient.
I am not quite clear on what you mean by surcharge. If you mean that you will be paid $3 for every haircut, we call that piece work. If you are being charged $3 out of your 50%, then that might be an unlawful deduction unless you agreed to it in writing. If it is simply a new way to calculate your commissions, it could be permissible.
Generally, employers are allowed to change your compensation structure. Doing so might entitle you to get unemployment if you quit because of it, but it is...
Your friend is probably entitled to overtime pay. The commissioned sales exemption allows an employer to not pay overtime if over 50% of the employee's income is derived from commissions.
Generally, inside sales is a non-exempt duty and overtime eligible. Of course, there are always exceptions and he should seek the advice of an attorney experienced in this area before taking any action to get a full and thorough analysis.
In Connecticut, employers must "pay weekly all moneys due each employee on a regular pay day, designated in advance by the employer, in cash, by negotiable checks or, upon an employee's written request, by credit to such employee's account in any bank which has agreed with the employer to accept such wage deposits. The end of the pay period for which payment is made on a regular pay day shall be not more than eight days before such regular pay day, provided, if such regular pay day falls on a...
Not in Connecticut. We have a statute which requires written consent for such deductions. Of course, if you violated a rule in making those calls, you probably owe them the money. I'd work out an arrangement with them if I were you.
The Connecticut Personnel Files Act entitles you to a copy of your personnel file. Personnel File is defined as
(5) "Personnel file" means papers, documents and reports, including electronic mail and facsimiles, pertaining to a particular employee that are used or have been used by an employer to determine such employee's eligibility for employment, promotion, additional compensation, transfer, termination, disciplinary or other adverse personnel action including employee evaluations...
You should hire a lawyer. The employer will have to prove that they knew about this conduct and that it was the reason you were fired. It will also have to prove that you got the policy and knew about it. Attorneys are quite helpful at these appeal hearings and usually well worth the money since in this economy you might be on unemployment longer than the normal 26 weeks.