Stein & Nieporent LLP

Wage & Employment

WAGE THEFT / WAGE AND HOUR LAW

Most people know that there are laws governing how employees must be paid, but they do not know the details. Sometimes employers make innocent mistakes, and sometimes they try to cheat their employees. But either way, you are entitled to your hard-earned wages.

At the law firm of STEIN & NIEPORENT LLP, your money is our concern. We are committed to asserting and defending the rights of employees and working people throughout New York and New Jersey. The lawyers at this firm have been handling cases of improperly paid employees for more than a combined quarter century, successfully resolving many hundreds of such cases.

Each case is different, and we cannot guarantee you results, but we offer free consultation, and we typically handle these cases on a contingency basis, meaning that we do not charge you fees unless we recover money for you. You might not even know that you haven’t been paid properly, so contact us and let us help you figure that out.

Are you familiar with overtime wage laws? Under both state and federal law, many types of workers must receive a time-and-a-half bonus for hours worked in excess of 40 per week, even if they’re salaried. Just because an employee is called a “manager” does not automatically make the employee exempt.

Did you know that New York law requires that many workers be paid an additional hour’s wages at the state’s minimum wage if they work more than 10 hours in one day? This bonus is referred to as the “spread of hours” premium.

Do you know what the minimum wage is in New York and New Jersey? It currently is $15.00 per hour for most employees in the New York City area, and $12.00 per hour in New Jersey. The law requires that employees be paid at least the minimum wage. You may have heard that there are special rules for tipped employees, but did you know that even a single mistake in the way an employer handles tips can entitle an tipped employee to the full minimum wage?

Were you aware that the law prohibits an employer from firing or otherwise punishing an employee who complains about not receiving overtime pay or the minimum wage? Taking such action against an employee might be deemed illegal retaliation.

Do you know what hours an employee must be credited with and paid for? Just because the employer does not tell an employee to stay late or work through lunch or work at home does not mean the employer does not have to pay the employee for those hours. And just because the employer gives the employee a rest break does not mean the employer does not have to pay for that time. And if the employee is “on call,” the rules are even more complicated.

Did you know that you do not need to have records to win your suit? The law requires that employers keep records. The law allows you to prove your case with your testimony, even if you have no documents to show your hours or pay.

Did you know that employers may not make unauthorized deductions from an employee’s wages, even if the employee owes the employer money?

Did you know that employees on public works projects are entitled to higher, “prevailing wages” from their employers? Employers who don’t pay the proper prevailing wage risk being barred from government contracts in the future.

Did you realize that undocumented workers have virtually the same rights as any other employee with respect to wages? Therefore, they are entitled to receive overtime pay, the minimum wage, and the “spread of hours” premium.

Did you know that the statute of limitations under New York law can be up to six years, so even a past employer can be held accountable?

Did you know that federal and state law can provide for penalties and attorney fee awards against employers who violate wage and hour laws? Ignorance of the law is not a defense for employers, so mistakes can be very costly.

Surviving in these difficult times for our country is a challenge. It shouldn’t be made harder by employers who treat you unfairly. STEIN & NIEPORENT LLP can try to make your life a bit easier by working to make sure that you get paid what you are owed. If you have any problem with your current or former employer, please contact us. We will talk your situation over with you and figure out how we can help you.

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FLSA / WAGE AND HOUR LAW

Have you been sued by an employee or a former employee who claims that he was not paid correctly? The federal and state wage and hour laws are complex, tripping up employers both big and small. Even if you tried to do everything “by the book," that will not protect you if you did not pay your employees correctly. And even a single mistake in how you handle your payroll or how you keep records can cost you and your company tens or hundreds of thousands of dollars.

But do not despair! The lawyers of STEIN & NIEPORENT LLP can assist you. We have been handling cases of this nature since 2008, and because we handle these cases on both the employee side and the employer side, we understand the nuances of these laws and know how plaintiffs’ lawyers approach these cases.

Common issues that trip employers up include:

Failing to pay overtime to salaried employees. Unless an employee falls into a few narrow categories, he or she is entitled to overtime pay under state and federal law, even if he or she has a title such as “manager.” Don’t assume an employee is exempt!
Failing to pay the correct overtime rate. Employers can’t just pay time-and-a-half the minimum wage and assume that they are paying enough. You have to know how to compute the employee’s “regular rate” and pay time-and-a-half that amount.
Failing to pay extra pay to workers who work more than ten hour shifts. Many such employees are entitled to what’s called the “spread of hours" premium.
Failing to pay the ever-increasing minimum wage. That rate is now $15.00 per hour for most employees in the New York City area, and $12.00 per hour in New Jersey. You can pay some employees less if they receive tips, but only if you followed strict rules.
Failing to keep proper records. The law imposes strict recordkeeping requirements regarding employee hours and pay. Not only can you be penalized if you don’t have such records, but you will have a hard time defending yourself in a lawsuit brought by an employee. If the employee says he worked 10 hours per day, and did not take lunch, how will you disprove that?
Failing to credit an employee with all hours worked. Just because you allow employees a lunch break does not mean that they take it. And if they work through it, you have to pay them for it. And short breaks, such as coffee breaks, have to be paid even if employees do take them. And even if you did not authorize overtime, you have to pay it if the employee works it.
Punishing an employee who complains about not receiving overtime pay or the minimum wage. Taking such action against an employee might be deemed illegal retaliation, and can be very costly, including subjecting you to punitive damages.
Thinking that incorporating will protect you. It won’t. The wage and hour laws provide for individual liability for employers, even if they have established a corporation to shield them. That means that shutting down a business after it’s sued will not help you.
Making deductions from an employee’s pay, even for breakage. You have to pay full wages earned.
Relying on “standard practice" in your industry. There are some industries where most employers are making the same mistakes! That is not a defense. Ignorance of the law is not an excuse.
Did you realize that undocumented workers have virtually the same rights as any other employee with respect to wages? Therefore, they are entitled to receive overtime pay, the minimum wage, and the “spread of hours” premium.

Running a business is hard even at the best of times. We know, because we are business owners too. And in these times, it can be an almost insurmountable struggle. If you are unfamiliar with the law, you risk significant personal and business liability. STEIN & NIEPORENT LLP can help to make your already difficult job that much easier. We can represent you if you have been sued, and we can teach employers how to comply with the laws to avoid being sued. Please contact us for a free consultation, and we can discuss how we can assist you.

Stein & Nieporent LLP

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