Attorneys in Manhasset, like the ones at Leeds Brown Law, PC, assist workers here, in the entire New York City metropolitan area when employers are withholding wages.
The rights of employees are protected by the Fair Labor Standards Act (FLSA) which is one of many federal labor laws. Basic legal rights under the FLSA include things like overtime pay, minimum wages and keeping tips. Many states and localities, including Manhasset, also have laws and regulations that cover wages and hours. The laws are often broader than the FLSA and provide more benefits to employees.
Wages are the property of workers. Labor laws and employment laws are extremely clear about this. Since wages are the property of workers, whenever businesses keep them, it is stealing. Employees may try to collect their unpaid wages.
Attorneys at Leeds Brown have substantial experience advising Manhasset employees who wish to file unpaid wage claims. Several thousand people in all kinds of work have come to us in search of counsel. Our aim is to obtain positive outcomes for employees who are victims of wage theft.
It’s astounding how often wage and hour transgressions happen. Safeguard your rights by being familiar with them. It can help you detect irregular issues with your wages. Our attorneys can counsel you regarding how to move forward with your claim for unpaid wages. Lawyers at Leeds Brown may help you collect gratuities, overtime, and back wages your employer owes you and your co-workers.
$7.25 per hour is the current minimum wage under the FLSA. Manhasset has a higher minimum wage compared to FLSA, as does the rest of Long Island. The rates are scheduled to change every year through 2022. In any given situation, it’s the higher applicable rate that prevails.
At times, companies won’t compensate workers for work hours. This sometimes means you’re getting compensated well beneath the minimum wage if your work time was correctly computed. For example, if your employer pays you a hypothetically lawful minimum wage of $5.00 per hour for 35 hours of labor, your earnings should be $175.00. But, if you in fact work 40 hours and your employer pays you $175.00, your hourly rate falls to $4.37 which is beneath the hypothetical minimum wage. Other times, employers simply offer reduced hourly pay rates knowing employees will settle for this as they need their jobs. Workers should get minimum wages and other pay for each and every minute they spend working. When they don’t, they might be able to recover those funds.
You must be compensated for just about every minute you spend doing work. Workers who work in excess of 40 hours in a week are said to be working overtime. Just how much is overtime valued? To compute overtime, employers should multiply the regular rate of pay by 1 1/2. This is the amount employees should receive per hour for overtime work.
Since overtime costs companies’ money, many stop at nothing to not pay for it. One of the ways this is accomplished is by intentionally misclassifying employees as administrators or executives to render them exempt from overtime requirements. Several other businesses just will never pay money for overtime hours although there’s no lawful basis for them to refuse. For instance, companies may declare that they did not give approval to work overtime and, therefore, are not required to pay. Some companies claim that they don’t need to pay for obligatory instruction or meetings. Some employers that do not want to pay overtime, just don’t. They “shave” hours so that they never exceed forty.
It’s against the law to decline to pay overtime to eligible employees. Guilty employers frequently have to pay employees extra remuneration, as well as unpaid wages. In some instances, companies might have to pay penalties, liquidated damages, and attorneys’ fees.
If you’re employed in the food service or hotel market, chances are you have been subject to tip theft. Tips are the property of employees who earn them. At least that’s the rule in Manhasset. Tips do not belong to restaurant owners or managers.
Employers may ask workers to form prohibited tip pools that include workers who are not qualified to get gratuities. Regularly tipped employees are the only ones who may take part in tip pooling agreements. Including non-tipped employees in pools cause them to be invalid. Legal tip pools may include employees who serve food and drinks, however, not employees who work in the kitchen area.
Businesses may take part of tips in very specific situations. For example, companies may subtract pro-rated amounts from tips to put them toward charge card transaction fees. They may only do this when customers put tips on cards. Employers are not getting the money deducted from gratuities for themselves. The credit card companies should be getting the money.
Workers in Manhasset benefit from one other protection somewhat exclusive to the hotel and catering employees here. Have you been out with lots of people and your bill says, “service charge added?” Who gets those funds? In Manhasset, that money is presumed to be for the employees who helped you. Owners may keep this money only if they have provided customers specific notice. The owners must notify customers specifically that the money is not for tips. Service employees might be able to collect those funds for themselves when employers fail to give patrons the appropriate notice.
Tip credits enable employers to pay tipped workers a lower cash wage in comparison to the standard hourly minimum wage. The formulation for computing pay using tip credits confuses many. It isn’t hard to use the amounts the wrong way. What happens? Workers end up with lower pay than the law necessitates.
Consider the numerous techniques businesses utilize to underpay their employees. In some cases, they blatantly abuse the overtime requirements of the FLSA. Other times, businesses keep tips for themselves or compel tipped workers to share them with ineligible kitchen workers. How about when your employer does not pay when you work through your break or if you remain late to finish something? Even small violations of wage and hour laws can add up.
If you believe you have minor pay issues, try to address them by speaking with somebody at your place of employment. Try the human resources department, payroll department or your supervisor. Sometimes paperwork errors or oversight result in problems. In this case, there might be a simple solution for you. A number of companies have formalized steps employees are required to follow if they have conflicts. Find out if you need to do anything specific.
If your issue continues, get in touch with Leeds Brown, seasoned lawyers on Long Island, helping clients in Manhasset file unpaid wage claims. You have the rights to retain the wages you make, and we can assist you to uphold them. We can also help if your employer retaliates against you in any way because of your unpaid wage lawsuit. Your employer is forbidden from firing, demoting, or threatening you for asserting your legal rights.
We have many decades of practical experience safeguarding workers’ rights in unpaid wage, unpaid overtime, and tip-theft claims. Phone us for more information. Determine today if you may have claims to collect your unpaid wages. You are able to reach our unpaid wage attorneys at 1-800-555-4658 24/7 to discuss your case.
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