A Legal Advocate Fighting Against Violations Of Wage And Hour Laws
All of us depend on the certainty and timeliness of paychecks from our jobs. Most of us cannot afford to miss a paycheck, get paid less than we expected or get paid at seemingly random intervals. It is incumbent upon employers to comply with all wage and hour laws, and it is important for workers to hold their employers responsible when they fail to comply.
I am attorney Rina Traub of Traub Law, and my firm is here to help if you have experienced such problems. I have been in practice for over 30 years, and I have significant experience in representing both employees and employers in wage collection actions and administrative investigations before the New Jersey Department of Labor, U.S. Department of Labor, and in state and federal courts.
Problems With Payment Timing And Amounts
The New Jersey Wage and Hour Law and the federal Fair Labor Standards Act set forth minimum requirements for the payment of wages, including salary, commissions, vacation time and certain bonuses. These laws guarantee, among other things, that employers pay the minimum wage, that the wages be paid on regular paydays, and that the wages be paid in full.
Disputes often arise when an employer either pays an employee late, or pays them a reduced amount, or not at all. The fact that “business is slow” is not a legitimate excuse for wages to be wrongfully withheld. If you have been consistently denied wages or have been consistently paid late, I can help you resolve the issue using all necessary legal tools and procedures.
Intentional Misclassification Of Workers
America continues to make the shift toward a “gig economy,” leaving millions of workers with lower pay, little to no job security and extra tax obligations that their employers should be paying. There are at least two common tactics employers use to short their workers, often illegally.
Some employers engage in misclassification of job titles to avoid paying overtime compensation. For example, an employer may give an employee the title of “manager” and a salary but assign him or her job duties that are clerical or hourly in nature. This results in fixed pay for unlimited overtime expectations.
The other common problem is when companies misclassify their workers as “independent contractors” rather than full employees. Doing this allows them to save money on payroll taxes, avoid paying benefits, and avoid other responsibilities like workers’ compensation coverage. There are strict criteria governing what an independent contracting relationship is, and in many cases, companies are misusing this label illegally.
Discuss Your Legal Options With An Experienced Attorney
Traub Law has offices in Princeton and East Brunswick, and I proudly serve clients throughout New Jersey. To schedule your initial consultation with a skilled and experienced employment law attorney, call me at 609-318-9053 or send me an email.