curtisagardner
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Saturday 21 March 2026 02:39:26 GMT
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MechanicLink :
No, you cannot be fired for talking about pay. Labor laws protect that. However there are some states that can fire you for no reason at all.
2026-03-21 19:57:01
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Tyler / Ruvaak. 🔜> MFF26?! :
no. its protected under the labor laws provided in a work place
2026-03-21 03:29:05
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MJ :
It was at SEWELL
2026-03-25 22:32:41
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Pandaman1981 :
no its not but it happens
2026-03-23 16:27:09
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John B :
Freedom to structure pay ≠ freedom to fabricate or manipulate outcomes In Walling v. Youngerman-Reynolds Hardwood Co., 325 U.S. 419 (1945), the Supreme Court held: “the employer and employee are free to establish this regular rate at any point and in any manner they see fit… They may agree to pay compensation according to any time or work measurement they desire.” This case is the "smoking gun" for flat-rate technicians because it separates how you get paid from whether that pay is real or a mathematical trick. In Walling v. Youngerman-Reynolds, the employer tried to claim they were paying a "guaranteed" hourly rate plus a "production bonus" for piece-rate work (very similar to the "minimum wage floor + discretionary bonus" game you mentioned). The Supreme Court saw right through it. Keynotes of Walling v. Youngerman-Reynolds (1945) 1. The "Regular Rate" Must Be the Reality, Not a Label The Court ruled that the "regular rate" is not whatever the employer says it is in a contract. It is the amount actually paid for the work performed. The Flat-Rate Takeaway: If your "regular" pay comes from flagging 40 hours at $40/hr, the shop cannot suddenly claim your "regular rate" is $13/hr and the rest is a gift. The $40/hr is your legal baseline. 2. Freedom to Contract is Not a License to Manipulate The quote you found—that parties are "free to establish" the rate—comes with a massive catch: the rate must be "bona fide" (honest). The Flat-Rate Takeaway: You and the shop can agree to pay by the "flag hour," but the shop cannot then manipulate the "measurement" (the hours) after the work is done to lower your pay. Once the measurement is agreed upon for that job, it is locked in. 3. The "Artificiality" Rule The Court struck down pay schemes that were "artificial" or "fictitious." If a pay plan is designed to make it look like the shop is following the law while actually paying a lower, manipulated rate, it is illegal. The Flat-Rate Takeaway: Using DMS software (CDK/Reynolds) to retroactively lower flagged hours to fit a "labor budget" is exactly the kind of "artificial" manipulation the Court prohibited. 4. Piece-Rate is Protected The case explicitly confirme
2026-03-22 15:55:17
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Mykel :
Tbh I don't even think there's anything wrong with discussing your pay. Of course be mindful of who you are doing so with, but checks and balances baby.
2026-03-21 02:57:33
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John B :
PROTECTED ACTIVITY ALL 50 STATES UNDER FEDERAL LAWS.FLAT-RATE TECHS ALSO HAVE A RIGHT TO DISPUTE OR DISAGREE WITH ANY LABOR TIMES
2026-03-21 03:57:15
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Chris_MF_Craig :
I don’t know the technical answer, but, I know what I’ve seen 😅
2026-03-21 12:47:07
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