I work at a telemarketing place that has questionable pay practices. Your hired at minimum wage for the duration of your 40 hour training period after which your hourly rate goes to $9.00 per hour. Now here's the tricky parts in question. To receive your $9.00 your required to work at least 8 hours on weekends and a total of not less than 25 hours per week. Their stated policy says that if you miss your weekend hours or work less than 25 hours total your pay drops to $6.00 per hour. If your miss your weekend hours and work less than 25 hours your pay drops to $5.15 per hour. And here's where it gets really questionable. Let's say you've not hit your hours for 2 weeks and received $6.00 for those weeks but then on the third week you do in fact achieve your minimum 25 hours. According to there own policy you should get $9.00 for anything over 25 hours but occasionally, arbitrarily they will still only pay you $6.00 even though you've hit your required hours with the excuse that because you had missed your required hours in previous weeks they had just "decided" to cut your pay again even though you've done what's required and there's no written policy stating any such arbitrary pay cuts.
So basically what there in effect saying is we can cut your pay any time we want for any reason we want or for no reason whatsoever and if you don't like it you can quit.
Now I'm no legal scholar but something doesn't seem right here. I'd appreciate any help or guidance you could give me concerning this arbitrary pay practice. Thanks

This must be a nightmare to administer, but as long as you are getting at least minimum wage for all hours worked, overtime pay when you work over 40 hours in a workweek, and you have advance notice that your rate of pay can decrease (which the policy seems to explain, and you've apparently read it), there is no violation of law here. Seems really convoluted to me. :(