On December 31, 2019, the ball dropped in Times Square, we closed out the decade, and the minimum wage increased. Employers need to make adjustments so their employees get paid what they are owed, and employees need to double-check their pay stubs to ensure they are not getting shorted.
However, the rate of pay is not the only thing New York City employers and employees should be paying attention to. There are many different payment and benefits issues that can be considered “wage theft.”
Minimum Wage Violations
In New York City, the minimum wage is now $15.00 per hour for all size businesses. In Nassau, Suffolk and Westchester counties, it is $13.00 per hour. In the remainder of the state, it is $11.80 per hour. However, there are different hourly rates for workers in the fast-food industry and those who receive tips. These rates remain in effect until December 30, 2020, at which time the minimum wage will again increase.
Employers who do not comply with New York’s minimum wage laws, wage notice requirements, and the federal minimum wage law, are subject to fines and/or prosecution. Employees who are not being paid what they deserve can and should take legal action.
At Heiferman & Associates, we help both employers and employees ensure compliance with New York’s minimum wage laws, and fight back against bad actors. We represent business owners who are wrongfully accused of minimum wage violations and employees who are not being paid what they deserve. We also assist employers with posting/notice requirements as well as the drafting of employee handbooks. Because we take both types of cases, our team is intimately familiar with New York’s minimum wage law, and its many quirks.
Other Forms of Wage Theft
As we mentioned above, there are lots of things other than minimum wage violations that constitute “wage theft.” Our firm has experience representing employers and employees in cases where the issue is:
- Unpaid Wages – Including payment for on the job training, bounced checks, tip skimming, and the timely payment of wages.
- Overtime – Most employees must be paid time and one-half their rate of pay when they work more than 40 hours a week, but there are some exceptions.
- Benefits – Disputes over vacation days, bonuses, breaks, and scheduling.
Our experience working for both employers and employees means we know what sort of arguments are persuasive in these cases, and what evidence is needed to back up our claims. We put that knowledge to use to help our clients quickly resolve their grievances and get on with their lives.
Experience You Can Trust
If you are considering filing or fighting a wage theft claim, let’s talk. The Heiferman & Associates team of employment lawyers are full of experienced advocates who will aggressively fight to ensure you are not being taken advantage of by someone who is trying to abuse our state’s wage and hour laws.
We have over 20 years of experience litigating these matters, so you can trust us to quickly and efficiently resolve your case. You can contact us today to get the wheels of justice turning.