The short form answer is no, it is not lawful.
Forcing employees to work off the clock, as described here, is a wage and hour violation. It may also implicate minimum wage considerations and overtime (although part time in your daughter's case).
It would be wise to contact counsel.
Two questions here, both Florida specific.
1) Florida is an employment at will state You can be fired for a good reason, a bad reason, or no reason at all. Providing that your employer's reason was not unlawfully discriminatory (related to sex, race, religion, national origin, age, disability, pregnancy, etc.). Other counsel's note about a recent EEOC regulation about criminal background as unlawful discrimination is specific to blanket refusal to hire and other facts. It is also...
There are a dozen more questions I'd like to ask before venturing an answer here.
We'd simply need more information, so let me start by saying you might need to consult a employment law attorney to clarify your situation.
That said, If you are an employee (not an independent contractor), if your work is hourly, you are not in management, or a few other factors tough to explain in three lines or less; it is possible that you are working off the clock and owed overtime.
The fact that...
Another facet to consider is an employer's use of third party databases in background screening. Even if adjudications were withheld, arrests and other parts of the process were captured on national background screening databases and reside forever.
If a prospective employer subscribes or buys a search from one of these, your background will be outed.
Consider managing the information as opposed to the revelation managing you.
We represent clients in cases like this regularly.
Sometimes employers check the "misconduct" box on the unemployment compensation questionnaire without understanding Florida's legal measure for denying unemployment compensation.
Sometimes employees denied compensation try to represent themselves without counsel and miss the mark.
I urge to to seek counsel before your first hearing. Even if you decide not to have a firm represent you in the hearing, an hour's fees you invest in the...
We hear this question frequently AFTER an applicant has been denied the opportunity to compete for a job. You are wise to ask this question on the front end of your job search.
Some employers, like big national retail chains, have been much less likely to take a chance on someone with a record. Smaller regional employers and home-town employers are much more likely to interview you eye-to-eye, and give you an opportunity to build a relationship.
Good luck in finding a new gig.
Simply put, this is a good time to invest an hour with an employment law attorney. The consult you receive will focus you on the facts specific to your situation. We are not able to do that here.
Look here for a local resource: http://www.floridanela.org/members.php
Agree with counsel, here.
Go find a local employment law attorney right now.
Look here: http://www.floridanela.org/members.php
That attorney will advise you as to the best course of action and timing.
There is a fact-intensive set of questions you need to review with an employment law attorney to answer if you are in fact entitled to overtime.
Candidly, from your initial facts it does not look promising. 1) Not paid hourly, 2) Management responsibilities of some arguable sort, etc.
Look here for an employment law attorney near you: http://www.floridanela.org/members.php
Agree not to wait to deposit the check.
Consider carefully writing a letter asking them to explain the deduction, send it certified mail to your former manager and the most senior HR person there.
If the explanation does not make sense to you, spend an hour with a local employment law attorney.