You have made some very strong points - thanks for summarizing it together.
I would like to ask: What do you think should an ordinary employee do when they see a behavior like you describe from their management? How to efficiently protect themselves (and their colleagues) from this kind of treatment?
I've just observed this, not experienced it, so I'm not sure. It's far easier to see the problem than figure out a solution!
Much will depend on your job prospects and financial position. If you're a fancy programmer type who's constantly bugged by recruiters, move on until you find an ethical company. If you need this job to eat, you'll have to be a lot more careful.
In general, I'd say:
1. Point out the impossibility of the requirements to management. Gently if need be. It's possible they don't realize what they're doing.
2. Contact the local department of labor or whatever regulatory agency would be interested in what's going on. They may be able to take action if management is pushing violations in a quiet way like this. If not, they may be able to at least take action against the workplace if people have started breaking the rules.
3. If you can afford to risk the consequences, follow the rules as much as you can. Don't work off the clock, don't break safety rules, etc. If being fired will make you homeless then maybe this isn't an option.
4. Document everything. If regulators weren't interested originally, they may be interested once you can show a pattern. Upper management may be blissfully ignorant, and you may be able to get them involved once you can show them what's going on. Whatever happens, if things come to a head then it will probably be useful to be able to demonstrate that this wasn't your own doing.
The list of 4 items is excellent. Under no circumstances should you act in an insubordinate manner until you've exercised other channels of communication. Acting before things get too far is the easiest remedy.
I'd recommend the following order of operations:
Convey concern over associated risk to your immediate manager. Verbally first during the meeting, switch to written (email, a paper trail of opposition) if no action is taken.
When documenting the paper trail, simply reference meetings which you voiced opposition. Your notepads should also be able to back up the talking point you're referencing.
Being asked to briefly switch hours or work late is often listed in your job description so stopping suddenly at 5p can be considered insubordinate. Time should be compensated in a time off or paid OT arrangement promptly. If your verbal requests go without action, again, switch to email.
Simply documenting the events as they occur makes it easy for when you need to go above your immediate supervisor ( more senior manager, corporate hq, department of labor) for help.
Key is to be polite in all interactions. Innocent mistakes happen. Managers are under deadlines too. Paper trial should be maintained regardless of action or inaction.
I would like to ask: What do you think should an ordinary employee do when they see a behavior like you describe from their management? How to efficiently protect themselves (and their colleagues) from this kind of treatment?