You can make a demand for the $750 to the employer. If they refuse to pay it, you can file a claim directly with the Labor Commissioner for the $750. You may have other claims available to you so I would recommend contacting an employment law attorney to review your case in full.See question
At the end of the year, an employer could pay employees for unused sick leave, but they don't have to. It should be stated in the company's policy.See question
When it comes to payroll records, under Labor Code section 226(b), the employer is legally obligated to send them to him, or his representative, or to make them available for him to copy. Per Labor Code section 226(c), you have 21 calendar days from the date of request to get him his payroll records or it is a $750 penalty (LC 226(f)).
He has a right to receive any document he signed under Labor Code 432.
Regarding his personnel file, you must send him copies or allow him to copy the records pursuant to Labor Code 1198.5(a). You have 30 calendar days (LC 1198.5(b)(1)) from the date the request is received to do that or it is an additional $750 penalty per LC 1198.5(k).
W2's will fall under a document he signed and his personnel record, and therefore I would recommend sending it to the employee within 30 calendar days of receiving the request.See question
More facts would need to be known for a more accurate answer, but the maximum caps will depend on whether your employer is subject to Los Angeles' own sick leave ordinance, and whether the employer's policy is one that accrues per hour or all upfront.
Signing the release will not preclude you from potentially bringing a claim based on slander or tortious interference. I would suggest contacting an attorney to further discuss the details.See question
It is more likely that your employer would need to reimburse you for the cost of your tools, rather than the difference between the wage it paid you and twice the minimum wage. I would suggest contacting an employment law attorney to further analyze your circumstances.See question
It appears as though you work in San Francisco? If so, San Francisco has its own local sick leave law that differs from the state sick leave law in a number of ways. I would suggest contacting an employment law attorney who is familiar with the San Francisco sick leave ordinance.See question
Only if the employer has at least 50 full-time or full-time equivalent employees (over a certain period of time) are they required to provide health insurance under the Affordable Care Act. Otherwise, the employer is not required by law to offer health insurance.See question
Labor Code section 351 will be of help to you. It states in relevant part that no employer or agent shall collect, take, or receive any gratuity or a part thereof that is paid, given to, or left for an employee by a patron. Every gratuity is hereby declared to be the sole property of the employee or employees to whom it was paid, given, or left for.
The question is whether it can be argued successfully, under your circumstances, that the tips were left for the five categories of employees as you specified, or was it left for the sole lead server. Many establishments "pool" tips and then split them accordingly. There may also be San Francisco specific ordinances that are controlling, which I am unaware of.
An employee need not have an official title as "manager" to perform the OSHA training. Assuming you have knowledge regarding forklift operations, you are qualified to perform the training.See question