Your Boss Is Making You Venmo Him For Being Late To Zoom Calls. What Now?
When remote work first became the norm, I thought the biggest challenges would be spotty Wi-Fi connections, awkward pauses, and people forgetting to mute their microphones. It never occurred to me that one day I’d be forced to pay my boss out of pocket just for showing up late to a Zoom call. But recently, I discovered that my manager had invented his own strange rule: if you’re late, even by a minute, you owe him five dollars on Venmo. At first, I thought it was some kind of odd joke, but I quickly realized he was serious. That’s when I started to wonder: is this even legal? Spoiler alert—it’s not. Let’s dive into why this so-called “Zoom tardiness fee” is a bigger problem than it looks, and what you can actually do about it.
The Morning I Realized Something Was Off
I remember the morning it all started. I joined a Zoom meeting two minutes late, coffee in hand, and muttered a quick apology as I clicked in. To my surprise, my boss immediately dropped his Venmo handle into the chat and told me to send him five dollars. I laughed at first, assuming he was joking, but later that day he followed up asking if I had sent the money. That’s when it hit me—this wasn’t an offhand joke. This was a rule he intended to enforce.
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The Weird “Zoom Tardiness Fee” Rule
As it turned out, this wasn’t a one-time stunt. It was part of a pattern. Every time someone showed up late, even by mere seconds, they were expected to send five dollars to the boss. If they didn’t pay right away, he would call them out publicly in the Zoom chat or in Slack afterward. What started as a supposed lighthearted way of holding people accountable quickly turned into something that felt coercive and unfair. This was not a quirky team ritual—it was a thinly veiled penalty system.
Is This Even Legal?
The natural question I had was whether my boss could actually do this. The short answer is no, or at least not legally. Employers don’t get to create their own punishment fees that bypass payroll systems. This isn’t a parking garage or a streaming subscription where late fees are normal; it’s a workplace, and the law requires that employees be paid properly for their time. A boss can discipline an employee in other ways, but charging cash for being ninety seconds late falls into a completely different category.
What Employment Law Actually Says
Labor law varies depending on the state, but the core principles are clear. Employers are required to pay workers for their time, and any deductions from wages must be both authorized and lawful. Payments that go directly to a manager’s Venmo account are neither authorized nor transparent. In fact, in many states, these kinds of deductions would be classified as wage theft, a serious violation that can result in fines and penalties for the employer. Simply put, your boss cannot treat your paycheck like his personal piggy bank.
The Venmo Factor Makes It Worse
The fact that these payments are being routed through Venmo makes the entire situation even shadier. By insisting on personal Venmo transfers, the boss is pocketing money outside of company oversight. None of this shows up in payroll records or HR systems, which means the company may not even know it’s happening. What he’s essentially doing is running his own little side hustle under the guise of workplace discipline, which edges dangerously close to outright theft.
But What About “Team Culture”?
Some managers try to defend practices like this by framing them as fun accountability measures or quirky team culture. But let’s be honest—there’s nothing fun about being forced to pay money directly to your boss for being late. Real culture is built through trust, collaboration, and shared experiences like Friday bagels or silly Slack channels. Culture is not about inventing financial punishments that create resentment and stress. Calling it “culture” doesn’t change the fact that it’s exploitative.
Wage Theft Isn’t Always Dramatic
When most of us hear the term “wage theft,” we imagine dramatic cases of restaurant owners stealing tips or companies refusing to pay overtime. But wage theft doesn’t always look so obvious. Sometimes, it’s disguised as small, repeated deductions that feel “too minor” to matter. Five dollars here, five dollars there—it adds up, and it sends the same message: your employer believes they have the right to chip away at your earnings outside the law.
Can You Report It?
The good news is yes, you can report this. In the United States, you have multiple options. You can file a complaint with your state’s labor board, contact the Department of Labor, or raise the issue internally with HR. The important thing to remember is that you don’t have to accept this as just part of your job. Reporting isn’t about making a scene—it’s about enforcing the protections that already exist for workers in situations like this.
Why HR Might Care
Human Resources might not always feel like your ally, but this is precisely the kind of behavior that gets their attention. A manager collecting Venmo payments from employees is a massive liability. If it ever became public knowledge, the company could face lawsuits, fines, and devastating reputational harm. HR exists to protect the company, and in this case, protecting the company means stopping your boss from continuing this risky and inappropriate practice.
The Power Of Documentation
If you want to take action, your first step should be to start collecting evidence. Save screenshots of Venmo requests, Zoom chat messages, or any emails where the rule is enforced. Keep records of your own payment history if you’ve already sent money. Documentation transforms your complaint from a vague story into a concrete case. It shows patterns, proves the behavior exists, and protects you if your boss later tries to deny it.
What If You’re Scared Of Retaliation?
It’s normal to worry about retaliation. No one wants to be labeled as the “troublemaker” at work. But here’s the thing: retaliation is also illegal. If your boss tries to demote, punish, or fire you because you reported something unlawful, that only creates more legal problems for the company. Knowing that doesn’t erase the fear, but it does mean the law is on your side. Preparing in advance helps you feel more secure if you decide to step forward.
The Group Chat Solution
One of the most effective ways to address situations like this is collectively. If you and your coworkers are all experiencing the same issue, consider raising it together. A group complaint carries more weight and makes it harder for the boss to retaliate against any one individual. Presenting a united front also reframes the issue: instead of being seen as one employee with a grievance, it becomes a shared workplace concern that demands attention.
When To Talk To A Lawyer
If the Venmo fees are piling up or if HR brushes the issue aside, it might be time to consult a lawyer. Many employment attorneys offer free consultations, and even a short conversation can give you clarity on your rights. Having legal backing can also make you feel more confident in pushing back. Sometimes, just letting your company know you’ve spoken to a lawyer is enough to make them take the issue seriously.
What About Just Refusing To Pay?
I’ll admit, there’s a part of me that wanted to just stop sending money altogether. After all, if it’s not legal, why should I comply? But refusing to pay could trigger retaliation, and unless you’re prepared with documentation and possibly a formal complaint, that can put you in a tough spot. If you go this route, do it with caution and make sure you’re already building a safety net of evidence and support.
The “Professional” Way To Push Back
If you’d rather start with a softer approach, you can frame it professionally. You might say something like, “I’m not comfortable sending personal payments outside of payroll. Could we address lateness in a different way?” This keeps the conversation constructive while making it clear that you find the practice inappropriate. Sometimes, bosses back down when they realize employees aren’t comfortable, especially if they sense HR could get involved.
Alternatives To Venmo Punishments
If punctuality is genuinely a concern, there are countless healthier solutions that don’t involve dipping into employees’ wallets. Meetings could start with a five-minute grace period, schedules could rotate to be fair across time zones, or teams could rely on shared reminders and accountability tools. The bottom line is that there are plenty of professional ways to encourage timeliness without forcing employees to hand over cash.
Why This Matters Beyond Five Bucks
At first glance, five dollars might not sound like a big deal. But when you look closer, the problem is bigger than the money itself. Allowing a boss to invent private fines sets a dangerous precedent. Today it’s five dollars for being late; tomorrow it could be twenty for forgetting to unmute. The issue isn’t the amount—it’s the principle. Employees shouldn’t have to pay their boss directly just to keep their jobs.
Reporting Is About Protecting Yourself
Standing up to this kind of behavior isn’t about stirring drama. It’s about protecting yourself and your paycheck. If you don’t push back, small exploitations like this can snowball into larger abuses of power. Reporting is a way to enforce boundaries, safeguard your wages, and ensure that your workplace is fair—not just for you, but for anyone else who might join the team in the future.
The Bottom Line
At the end of the day, you don’t owe your boss money for showing up late to a Zoom meeting. That’s not discipline—it’s exploitation. The law is on your side, and you have every right to push back. Whether you do it by documenting, reporting, or simply voicing your discomfort, you’re standing up for yourself in a situation that clearly isn’t okay. Remember, your paycheck is meant to support you—not secretly fund your boss’s Venmo balance.
Don't Let Your Boss Bully You, You Have Rights. Use Them.
Work is challenging enough without being nickel-and-dimed by your own manager. Showing up late is human; it happens to all of us. What isn’t normal is being forced to pay fines directly to your boss’s personal account. That isn’t accountability—it’s a misuse of power. The good news is that you have options. Whether you report to HR, file a labor complaint, or simply start by saying you’re uncomfortable, you can draw a line. At the end of the day, your paycheck belongs to you, and no boss has the right to chip away at it five dollars at a time.
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