You might as well live at work, you're there 5ever anyway.

Seriously, though, maybe it's time to start putting in applications somewhere else. That place is a joke.

Your pet-sitting clients are so lucky to have you and I'm so sad for them potentially losing out on trusted, reliable & compassionate care and the peace of mind I know you must give them.

how the fuck is that even legal that you can't have a lunch break? I can't believe that's okay in Texas. It's MANDATORY where I live. smh.

Federal law and Texas state law, though, do not require employers to provide employees with a lunch break. Employers choose whether to provide employees with a lunch break during a work shift. The only exception involves mothers who breastfeed. They must receive a lunch break of at least 30 minutes.

5. Employers can require employees to work overtime, as long as the non-exempt employees are properly paid for the overtime hours they put in (keep in mind that neither Texas nor federal law require payment of "daily overtime" - overtime pay at time and a half is owed only for hours in excess of 40 in a seven-day workweek); for details on overtime hours and pay, see "Determining Hours Worked for Non-Exempt Employees" and "Calculating Overtime Pay" in this book.

5a. The only exception is for nurses (RNs and LVNs) - under a new Texas law that went into effect on September 1, 2009, mandatory overtime for RNs and LVNs is permissible only in disaster and other emergency situations - see Texas Health and Safety Code Section 258.003. For purposes of this law, "mandatory overtime" is defined as work time above and beyond the normal pre-scheduled shifts (Section 258.002). Thus, while such a nurse can be required to work a schedule of 50 or more hours per week (with payment of overtime pay for any nurse who is non-exempt), they cannot be required to work beyond what they were told they would have to work, unless an emergency situation demands additional hours beyond the pre-scheduled shifts.

6. Under the employment at will doctrine, an employer can change an employee's hours with or without notice. However, excessive application of flexible / just-in-time scheduling can lead to turnover – see below.

7. No Texas or federal law requires advance notice of overtime or schedule changes, but as with most employee relations matters, it is a good idea to give as much advance notice as possible when informing employees of extra work or changes in their hours; sudden and adverse changes in hours, or burdensome overtime requirements announced with little or no notice, can under some circumstances amount to good cause connected with the work for an employee to resign, resulting in potential unemployment insurance eligibility for the employee who resigned. Any such employee would have the burden of proving that a reasonable employee would have resigned under the circumstances, and in addition would have to show that they gave reasonable notice to the employer that they were so dissatisfied over the schedule change that they were considering resigning from the company.

8. When using scheduling software, try to avoid the downsides of flexible scheduling such as "clopenings" (the same employee works late, closes the store, and opens again a few hours later), insufficient notice of duty times (leading to unavoidable lateness), split shifts, burnout, distractions related to family concerns, and the like.

9. Although some states require what is known as "show-up pay" (a minimum amount that is paid to employees who show up for work, only to be sent home early or with no work at all), no Texas or federal law requires such a payment; however, it is best to express the employer's policy on that issue clearly in a written policy, one way or the other.