Paying one’s employees their fair wages is governed by federal and state laws. An employer failing to pay his employees fully and fairly is liable to penalties as the employee stands to contest the unfair reimbursement and demand compensation. In addition, the Fair Labor Standards Act (FLSA) holds employers skirting around the law and paying their employees less than the minimum wage accountable and punishing them. Thus, if you’re confused about whether or not you should seek a wage and hour lawyer for your wages claim, here’s what you need to know.
Who is a Wage and Hour Lawyer?
A wage and hour attorney in New York City assists in the wage and hour matters for non-exempt employees and regulates the wage claims. They provide informed guidance take their clients’ claims to the authorities, and deliver the needful compensation. Once the claim is in process or the employer has been found violating, they help set forth rules for payroll recordkeeping, so the standards for exempting employees from the wage and hour rules are not broken again. Lastly, they help their clients get compensated for the damages suffered due to the unfair payroll methods of the employers.
When should you consult a Wage and Hour Attorney?
The most common grounds for raising a claim with a wage and hour lawyer is when you’re underpaid for your work, i.e., when your employer pays you less than the minimum wage for the role in your region/state. Irrespective of your race, nationality, or age, under the FLSA, employees are backed by the law in ensuring their work and time are compensated with fair wages. Other instances when you should seek legal assistance is:
- When an employee isn’t paid as per the agreed-upon wages (verbal or written) for hours, they work.
- When the employee is not compensated for the overtime, they put in at the workplace or away per the directions of the employer.
- When the employee is not reimbursed for the training period, orientation, or any other time on the job.
When the employee is wrongly exempt from the minimum wage criterion based on other unrelated factors. - When the employee does not receive the commissions or bonuses, they’ve earned or been promised on the job.
- When the employee designation is wrongly classified to avoid paying them fairly as per their role and work.
- When the employee is not reimbursed for work-related expenses incurred, e.g., travel fair for work, supplies bought for the workplace, etc.
- When the employee is forced to work through their break or meal times but not reimbursing them for the same.
- When the employee is coerced to work “off the clock” and not paid for the input they provide.
- When the employee is not paid for the untaken or accrued vacation days (depending on the state law).
- When the employee is made to travel during working hours and not reimbursed with the fare.
- When the employee is not paid their dues after overtime or the time taken to put on or take off the safety gear and its safe storage.
Evidently, there are various employment issues that an experienced wage and hour attorney in New York City can help guide you with. So, consult with the expert team of Cohen & Fitch LLP and get your workplace issues resolved!
