Hello. I was employed by a staffing agency in Omaha, Nebraska, and before my first pay period I made a mistake and missed a morning training, and it was decided that I would be fired. I got my check, and it's wrong both in hourly pay (I was told the amount per hour before selecting the assignment, and that amount is what everyone else was making) and hours worked (there was a 1 hour orientation, plus several 4.5 hour shifts... but that cannot add up to the amount of hours they are claiming).
I called the staffing agency and I told them about these problems, and I was flabbergasted. They told me that the new hire orientation, which was long after hiring interviews and a scheduled orientation, wherein they discuss the company policies, read the company employee handbook, go over how to fill out timecards, etc, is not paid. I asked the person how they could explain that job standards training for a specific hired position would be unpaid, and she replied that she's the owner and she's essentially an attorney and she just knows that because it was at the staffing agency and not at the place of work assignment that it doesn't need to be paid for. It's just an hour, but this doesn't seem right. I'm following up with them later today to get a copy of the timecards to ensure that part of the problem wasn't also incorrect recording, but she steadfastly refused that orientation training was paid.
Then we discussed the payrate, and she told me that because of the attendance violation, there was a pay rate docking down to minimum wage, $5.15. I told her I knew nothing about that, and she said that it was stated as "pay docking" in the employee handbook, which I had agreed to abide by. I've requested another copy of this handbook and I'll be picking it up later, but even if they have some provision about docking pay in the handbook, can an employee agree to any rule that violates Nebraska labor law? From what I read, wages are considered labor/services rendered, and that would seem like it can't be reneged because at the time when I earned those hours, I was under the guarantee and expectation of making $10/hour.
Do I have a legal basis here? I doubt I would even go to small claims court, let alone hire a lawyer, over this relatively small amount of labor that seems like it was stolen from me, but then again I guess I could at least bother them for a while to see if they'll understand they're doing wrong, and maybe report it to the DOL. Thanks for your help in advance.