ODHH receives complaints from individuals who are deaf or hard of hearing, their family members on their behalf, or interpreters. However, specific information such as date and location is provided to the interpreter. ODHH has the authority to investigate alleged violations of the act, but not possible ethical violations. If ODHH receives a complaint that does not fall under our jurisdiction, staff refers and gives options to the complainant. In addition, if a complaint has insufficient or inaccurate information, ODHH may not be able to open an investigation.
If this occurs, the complainant is notified. Each complaint is unique; however, ODHH has a procedure and guidelines that applies to all complaints. If you suspect an interpreter may have violated the act, complete the complaint form and submit it to ODHH.
The form is available in 2 formats: electronically or paper. Claimant Worker Employer Researcher. Overtime in PA. Minimum Wage. Page Content. Jobs that Pay Promote access to good-paying jobs for all Pennsylvanians. Government that Works Create career pathways to fast growing, 21st century jobs. For example, you might say "I know that you're supposed to pay me time and a half for any hours over 40 I work in a week. Last week I worked 42 hours, but the two extra hours I was only paid my regular rate.
Can you explain what happened there? Document all communication. Even though at this point you want to treat the situation as though it's a simple misunderstanding, it's still important to get everything in writing so you'll have a record if you file a complaint with the DOL later. Keep your tone friendly and collegial, conveying the attitude that you're just checking in and confirming that the mistake was corrected. For example, you might write: "Hi Mary! Thanks for speaking with me yesterday about my hours.
I understand there was some problem with the time clocks functioning correctly, but that you were going to make sure I got that two hours of overtime pay I was owed. I appreciate your help, and let me know if there's anything else you need from me. Continuing the conversation in writing also ensures that you're keeping the lines of communication open rather than simply assuming the issue will be resolved and then escalating the situation later.
Send a formal complaint letter. If you're unable to get anywhere by talking to people directly, sending a strongly-worded formal complaint letter may spur someone higher up into taking action to resolve your problem. If not, find out who is in charge of human resources or payroll in your company and address the letter to them. Type your letter using a standard business-letter template. You can find a template on any word processing app. Stick to the facts, and maintain a firm, professional tone.
Avoid making accusations or attacking anyone personally. Describe any conversations you had with managers or supervisors, mentioning them by name and job title. Provide a deadline for the person to get back to you, and let them know that if the matter isn't resolved in a timely fashion, you'll have to pursue other options.
If you plan to file a complaint with the DOL or a state agency, you can state this — but make sure you follow through if the issue isn't addressed to your satisfaction.
Close your letter by stating what you'd like to see happen, and thank the person for their prompt attention and efforts to resolve the matter. Comply with any internal investigation. After reviewing your letter, a manager or supervisor may decide to look more closely at the issues you've raised. Being cooperative and providing the information they need can help them uncover the truth. Ask who you can contact for status updates and to make sure something is being done.
Maintain confidentiality and be cautious of who you talk to about your problems. While it's understandable that you might be upset and need to vent, try not to rant about the problem to co-workers. Gossip won't help, and may hurt, your situation. Keep in mind that federal law prohibits your employer from penalizing you in any way for making a complaint. If your hours are cut or you suffer other negative consequences that you believe are related to your complaint, talk to someone about it immediately.
Be aware of the passage of time while all of this is going on. You have a limited period of time to file a complaint with the DOL after the incident has occurred. If you feel that your employer is merely delaying so that you would miss the deadline to file a complaint, you may want to go ahead and move forward. Part 2. Confirm your employer is covered under federal law. Most, but not all, employers are subject to these laws. The minimum number of employees required varies depending on the law.
Operators are available on the toll-free help line Monday through Friday from a. Eastern time. You also may want to visit a DOL local office in person.
Check the map on the DOL's website to see if this would be a more convenient option for you. Keep in mind that even if your employer isn't covered by federal law, there may be a state law that applies. Many state labor laws have essentially the same requirements as the federal law but apply to all employers within the state. Some states have even more stringent protection for workers than what is provided under federal law. Organize the information you'll need to provide.
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