Am I forced to work hours I didn't give as my availability?
I work at a deli department part time in a grocery store and have been for a year now (6 months at 2 different stores of the same company)
recently we all got a raise of supposedly 75¢ (all my coworkers say they got a full dollar or more, I only got 50¢ so not even the full raise and our store director claims I can't get another raise after if he fixes it) and now we are all getting our hours cut.
I usually work 7 hour shifts fri-sat-sun every week from 9am-4pm. when I first started my hours were different due to working another job, but my schedule has been consistent for the past 4 months after that job ending.
I told my store director and manager that this was my only availability.
a few weeks ago we even got an availability sheet to fill out and I made sure to put it down as strictly 9am-4pm on fri-sat-sun.
now since the hours being cut, my schedule has been completely changed to 5 hour shifts from 1pm-6pm, past my availability time, and I even got an entire day cut out of a weekend. so I went from 21 hours, to 15, to 10.
I spoke to my manager and explained that I can't work past 9am due to getting dropped off for my shifts and while my Manager completely understands and has tried to speak to our store director, there's nothing for her to do for me.
our store director actively changes the schedules our manager makes EVERY time she makes a schedule and will lock her out of being able to change it.
I then tried to speak to him about it and he told me that because my availability was different when I started, that he NEEDED me to work till 6 and there was "nothing he could do" to change it. I then explained to him again that I get dropped off for work so that isn't doable for me and he instead redirected to acting confused as to why I got put to start at 1pm and made that the thing he was gonna fix after already bringing up a comment about cut hours.
I don't know how else to get it into his head that I CANT WORK till 6pm because I CANT WORK past 9am.
unless he wants to give me a full 9 hour shift which would make no sense.
I feel like there's no fighting with him on this as he's already set that I need to work till 6 and looking at the schedule, I'm not really sure why he needs that.
is there something I can do other than just talking to him again to put my foot down?
do I contact the union?
is this considered retaliation for me asking him about my shorted raise?
am I stuck working these hours even though I'm NOT available to and have made that clear already?
is it fair that he even touched my schedule after it was consistent for 4 months straight?
do I just say fuck it and get a new job?
I've been planning to move to a new job anyways but I'm trying to get stuff I need done first before I work on changing things around.
I'm not really sure what to do about this as he obviously isn't willing to listen and I'm already not being paid right and getting nearly worthless hours.
any advice?
id also like to note that when I was transferred to this store 6 months ago, they didn't catch for the first 2 months that my pay was never raised to the county minimum so I was making a dollar under what my coworkers made and it wasn't fixed until a month after I brought it up to my store director. when I spoke about our recent raise, he acted as if he had already "given me" a raise but what he actually did was have me working under the minimum for the store and finally fixed it after 3 months of working. which I feel like would be another topic to bring up to the union as I didn't get any of the money I was missing from previous worked weekends underpaid.
Jobadvisor
This sounds incredibly frustrating. You’re dealing with a "double whammy" of payroll issues and a manager who is ignoring your clear boundaries.
To answer your most pressing question: No, you aren't "forced" to work, but in most places, they aren't "forced" to keep you if you can't work the hours they demand. However, given that you are in a union and have clear payroll discrepancies, you have significant leverage.
Here is a breakdown of how to handle this mess:
1. Contact Your Union Representative Immediately
Since you mentioned a union, this is your first and most important step.
The Schedule: Most union contracts have specific rules about how schedules are posted and whether management can ignore a formal "Availability Form." If you turned in a sheet and he is ignoring it, he may be violating the collective bargaining agreement (CBA).
Retaliation: If your hours were cut or shifted immediately after you complained about your raise, that looks like retaliation. Unions take this very seriously.
Back Pay: You mentioned you were paid under the county minimum for months. That is a legal wage claim. The union can help you file a grievance to get the back pay you are owed for those three months.
2. The "Availability" vs. "Requirement" Trap
Legally, in "at-will" employment states, an employer can change your shift requirements whenever they want. However:
The Store Director is gaslighting you: Saying "there's nothing he can do" is a classic management tactic to avoid conflict. He is the one locking the schedule; he is the one doing it.
Your "Foot Down" Moment: You need to put it in writing (email or text). "As per my availability form submitted on [Date], I am unavailable to work past 4:00 PM due to transportation constraints. I will be unable to stay for the 1:00 PM – 6:00 PM shifts scheduled on [Dates]." ### 3. Address the Wage Theft
If you were paid under the legal minimum for your area, that isn't just a "mistake"—it’s wage theft.
Gather your old pay stubs.
Calculate the difference between what you were paid and the county minimum.
Tell the Union Rep: "I was paid below the legal minimum for three months and never received back pay."
4. Is it Retaliation?
It certainly feels like it. If your coworkers got $1.00 and you got $0.50 after you already had to fight for the minimum wage correction, the Store Director may view you as a "problem" employee for demanding your basic rights.
Your Action Plan
| Step | Action | Why? |
| 1 | Call the Union | To file a grievance for the back pay and the scheduling conflict. |
| 2 | Document Everything | Save copies of your availability sheet and take photos of the schedules he changed. |
| 3 | Written Notice | Email the Director (CC your manager): "I cannot work past 4 PM. I will be leaving at my available time." |
| 4 | Job Hunt | Honestly? A manager who steals your wages and ignores your schedule rarely gets better. |
The "Reality Check"
If you refuse to work the 1 PM – 6 PM shift and leave at 4 PM, they may try to fire you for "job abandonment" or "insubordination." This is why involving the Union first is vital—they provide the "shield" you need to keep from being fired while you sort this out.
Just got told I’m being laid off and have to stay for a period of time before I can get severance what do I do?
I was just told that I’m being laid off and that I am going to get a letter detailing what I’m owed , as far as severance. I will only get the severance is I stay until they want me to stay. I never had any bad reviews and always worked hard to be a team player and help everyone on the team. I earn much much less than the other ppl in my role and I’m expected to do the same work, and I just did it, even putting in more than 40 hours a week. At one point I even worked through vacation to deliver by due dates when others kept their vacation. I don’t understand why I was chosen to be let go and I have no idea what to do. Or what I’m entitled to. I have always been underpaid and I’m a woman, but I thought, “ I like what I do, and I love my team members, so I should just stay on this path”. What should I do first? I have never been through this before. I’m in my early 50’s and have been at this company over 10 years. I don’t even know if I can take my pto and I have not been given any details about anything OTHER than the date they are requiring me to stay. We have IMPORTANT deliverables due in the next few months and I’m expected to deliver them. How can I even take pto if they expect me to complete these deliverables . What can I do? What should I do? 💔 I’m in Texas so I heard because it’s an at will state I’m screwed, is that true?
Jobadvisor
I am so incredibly sorry. That "broken heart" emoji is more than justified—it’s a deep betrayal to give 10 years of your life, work through vacations, and accept lower pay only to be met with a cold exit strategy.
First, take a breath. Being in your 50s with a decade of tenure makes you a valuable professional, even if it doesn't feel like it right now. While Texas is an at-will state, that doesn't mean you have no rights or leverage.
Here is your immediate game plan.
1. Do Not Sign Anything Yet
When you receive that letter, do not sign it in the room. * Standard severance agreements usually give you 21 to 45 days to review the document and 7 days to revoke it after signing if you are over 40 (protected by the OWBPA - Older Workers Benefit Protection Act).
Tell them: "I need to take this home and review it with my family and legal counsel before signing."
2. The "Stay Bonus" vs. Severance
Your employer is essentially asking for a retention agreement. They know they need you to hit those "important deliverables," and they are using your severance as a carrot.
Negotiate: Since you are underpaid and being asked to work high-stress months while knowing you're fired, you can ask for more.
The Math: If they need you to stay to finish key projects, you have leverage. You can ask for a "Retention Bonus" in addition to the severance for the extra stress of finishing these milestones.
3. Review the "Pay Gap" and Age Factor
You mentioned being a woman, being underpaid compared to peers, and being in your 50s.
Discrimination Laws: Even in "at-will" Texas, it is illegal to lay someone off based on age or gender, or to pay them significantly less for the exact same work (Equal Pay Act).
Request the "OWBPA List": If this is a group layoff, they are legally required to provide you with a list of the ages and job titles of those being let go versus those being kept. If everyone being let go is over 50, you may have a claim.
4. Addressing your PTO
In Texas, an employer only has to pay out accrued vacation time if it is promised in their written policy or handbook.
Check the handbook immediately. If the policy says they pay out PTO, it’s yours.
The Conflict: If they expect you to hit deliverables, they likely won't let you take time off. If they don't pay out PTO upon termination, you are effectively losing that money. Demand that your unused PTO be added to your severance total since you are being "blocked" from using it by their project deadlines.
Immediate Checklist
| Action | Why it matters |
| Download Performance Reviews | Prove you were a top performer (do this before you lose system access). |
| Print Pay Records | You'll need these to prove the pay disparity if you consult a lawyer. |
| Secure Personal Files | Move any non-proprietary, personal info (contacts, certificates) off your work computer. |
| Consult an Employment Lawyer | For a few hundred dollars, a lawyer can review your severance and see if you have an "Equal Pay" or "Age Discrimination" claim to use as leverage for a higher payout. |
A Note on your Worth
You mentioned you "just did" the extra work and worked through vacations. That work ethic makes you a dream hire for your next chapter. Don't let a company's poor financial planning or bad management make you feel like you've failed. They are losing a 10-year veteran who hits deadlines; that is their loss.
How do you perceive shy people in the workplace?
My boss recently made a comment about wanting me to “not be shy,” and I’m worried it’s the kiss of death. I know that this is something I have to actively work on, but I don’t expect to be leading meetings by tomorrow.
I’m curious — how do you perceive shy people in the workplace, or what is the general consensus regarding them? Are we viewed as incompetent? Inefficient? And, any advice on how to be more confident and forthcoming in the workplace?
Would love to hear your thoughts! TIA.
Jobadvisor
First, take a deep breath. In the corporate world, "don't be shy" is often manager-speak for "I want to hear your expertise more often," rather than "I think you’re bad at your job."
If you were incompetent, you wouldn't be in the room. The fact that you’re being asked to speak up usually means they value your brain—they just want easier access to it.
1. How Shy People are Actually Perceived
The "general consensus" is usually far more positive than the internal anxiety you're feeling. However, there are a few common misconceptions:
The "Reliable Observer": Shy people are often seen as the most observant. When you do speak, people tend to listen more closely because they assume you’ve been thinking deeply while others were just talking.
The "Black Box" Risk: The only real danger of being shy is that people don't know what you're working on. If you don't communicate your wins, managers might assume you're less busy or less engaged than the "loud" person, even if you’re doing twice the work.
The "Insecure" Label: Unfortunately, silence is sometimes misread as a lack of confidence in your answers, not just a lack of comfort in speaking.
2. Low-Stress Strategies to "Not Be Shy"
You don't have to become a charismatic stage-performer. You just need to increase your visibility.
The "First 5 Minutes" Rule
Try to say at least one thing in the first five minutes of a meeting—even if it's just agreeing with a point or asking a clarifying question. It "breaks the seal" and prevents the mounting anxiety of waiting for the "perfect" time to talk.
Use the "Pre-Meeting" Strategy
If large groups are intimidating, email the meeting organizer beforehand:
"I saw the agenda for tomorrow. I have some thoughts on the X project—would you like me to chime in on that during the call?"
This gives you a "slot" so you don't have to fight for airtime.
The "Bridge" Technique
If you’re too nervous to state a bold opinion, bridge off someone else:
"I agree with Sarah’s point about the timeline, and I’d add that..."
"That’s a great question, Mark. Based on the data I’m seeing..."
Leverage Written Communication
If you’re a better writer than a speaker, lean into it. Send "recap" emails after meetings: "I was thinking more about what we discussed, and here are three ideas..." This proves you are engaged and "not shy" about your ideas, even if you were quiet in the moment.
3. Reframe the Feedback
Next time you talk to your boss, try asking for a specific "why" behind the comment. It turns a vague personality critique into a professional goal.
Try saying this:
"You mentioned wanting me to be less shy. I’m working on stepping out of my comfort zone, but I’d love to know: Is there a specific area where you feel my input is missing, or a specific meeting where you’d like me to take more of a lead?"
A Final Thought
Some of the most powerful leaders in history were introverts who were described as "shy." Your goal isn't to change your personality; it's to ensure your value isn't being hidden by your silence.
Is a 10K promotion worth the extra commute?
I currently work M-F 0730-1600 in a pretty niche field that I love at $89,000. Small chance of getting a promotion in this office over the next few years. My commute is 25 minutes.
A different department just offered me a position at $99,000. I will get small raises next year and the year after. My commute will be 60-80 minutes. I do have some negotiating power to have a floater office closer to home if I'm not needed at the new job site but who knows how often that will be. They're open to me working 4 tens. This is a completely new field for me but they say they're confident in my ability to learn this position. This has the chance to open my career options but I am terrified of this change and not thrilled about the commute.
Just curious if people think this is a smart move.
Jobadvisor
This is a classic "career growth vs. lifestyle" dilemma. On paper, $10,000 sounds like a win, but when you factor in the "Commute Tax," the math gets a little more sobering.
Let’s break down the reality of this offer to see if the juice is worth the squeeze.
The Financial Reality (The "Commute Tax")
An extra 35–55 minutes each way is a massive jump. Let’s look at the numbers based on the 4-day work week (4 tens) they offered:
Extra Time: You’ll be spending roughly 5 to 7.5 additional hours in your car per week. Over a year (accounting for 4 weeks off), that is 230 to 345 hours of your life gone to asphalt.
The "Hourly Rate" Trap: At $89k, you’re making roughly $42.75/hr. If you take the $99k but add those commute hours into your "work week," your effective hourly rate actually drops or stays flat because you're "working" more hours (commuting is work).
Expenses: Gas, tires, and oil changes aren't cheap. Depending on your car, a chunk of that $10k (which is more like $7k after taxes) will evaporate into your gas tank.
The "Lifestyle" Variable
The 4-day work week is a huge olive branch, but 10-hour shifts combined with a 70-minute commute mean you are looking at a 12.5-hour day.
Current Day: Out at 07:00, home by 16:30. (9.5 hours total)
New Day: Out at 06:15, home by 19:30. (13.25 hours total)
You essentially lose your entire evening four days a week in exchange for one day off.
Career Growth vs. Comfort
This is where the "worth it" part actually lives.
Stagnation Risk: You love your niche field, but you admitted a promotion is unlikely. Staying for comfort is fine, but it can lead to "golden handcuffs" where you're priced out of moving later because you haven't branched out.
The "Terrified" Factor: Being scared is usually a sign of growth. If they are confident in you, the risk is likely lower than your anxiety suggests.
Future Ceiling: If this new role puts you on a path to $120k+ in two years, the temporary pain of the commute is a strategic investment.
My "Gut Check" Recommendation
If this were just about the $10k, I’d say stay put. The commute will eat that raise alive in stress and vehicle costs.
However, because it opens up your career options and offers a 4-day week, it’s a viable move ONLY if you secure the following during negotiation:
The "Floater Office" in writing: Don't leave this to "who knows." Negotiate for a specific number of days (e.g., "Two days a week at the closer office").
A "Trial Period": Ask if you can reassess the commute/schedule after 90 days.
The 4-Ten Schedule: Ensure this is a firm offer, not a "we'll try to make it work" deal.
The Bottom Line
If you value your current "niche" peace of mind and 25-minute drive, $10k isn't enough to buy your happiness. But if you feel like you're "settling" at your current job, take the leap—just make sure you negotiate that closer office to save your sanity.