Legal advice on Employee protection laws

I work at a family owned restaurant. The owner makes all of the servers pay for walkouts with our tips that night. She also makes us pay $25 for our uniform and $25 for our apron. Another thing, customers can order takeout at our restaurant through our website. We then put the order in our pos system, bag it up and run it outside to the customer. She keeps all the online tips. We never see any of it. These surely can't be legal.

I work in a restaurant in Tennessee and I am a manager and I get paid salary so there for there in no over time pay

A friend works for a L.A. County, CA public school. With the new school year they modified her hours to 30 minutes at 8am and a second shift of 2 hours at 1pm-3pm. Is this legal? Shouldn't she be entitled to a longer first shift or minimum hour? 30 minutes would barely pay for the gas to get there.

So I was working with this company and it was an hourly pay job. The first week of employment I was paid for all the hours I worked. But afterwards, slowly my overtime hours and so on weren't paid for. I complained and they told me they'll fix it but never did and instead only kept on missing more payments. I kept working in hopes that they'll fix it. But now the company's contract has been terminated by amazon because of all the complaints. A new company got the contract and came in and hired me. When I contact the old company they still tell me they're fixing it but haven't gotten to me yet cause they're fixing it for other people right now. So I was wondering if I could still get my money from the old company any other way than just waiting on them as I don't have faith in them. The old company is still in operation in other US locations and several other countries as well so they're not bankrupt. Thank you.

I work at a center for children with behavioral issues. Each therapist is given an individual case (a child, for 1:1 sessions). Often, when a client cancelled this meant the therapist would lose those hours for the day. For example, Tom has a case load of 2 kiddos, and works 8am to 5pm. From 8am to 12pm he has kiddo #1 and from 1pm to 5pm he has kiddo #2. If kiddo #1 happens to get the sick and cancels session, the employer would have the therapist come in still to receive 1 hour pay doing administrative work (cleaning, giving ppl breaks, etc) and then sent home due to lack of work then expected to return for kiddo #2. Throughout the company’s existence, they have labeled these instances as Last Minute Cancellations (LMCs) and their policy was an LMC entitled you to 1 hr pay if you show up at the center regardless if you had a 4 hour shift or an 8 hour shift. When i brought up reporting time pay with my employer and how I should of been paid a minimum of 2 hrs or 50% of the canceled shift, my employer said that an “As a company, we have chosen to pay our team for one hour when they are cancelled with less than two hours notice (LMC). This is not a requirement or law,

i have been with the company for 35 years and decided to go partime so i can keep my grandaughters at 2:00 ( i work 7am to 2pm wed thur friday and now we have a new manager and she is scheduling me to work past 2

I just formed my LLC and have a letter from labor posting compliance. I was not planning to have any employees for at least a year - just running it withy husband. Do I still need this poster?