Under the U.S. Department of Labor’s Wage and Hour Division (WHD), if an employer refuses to pay an employee the wages due, the employee has the right to sue the employer for unpaid wages. This also applies to workers who quit their jobs or were fired and were not paid for their last days of work. If a person worked before leaving, he has earned a salary, he should see!
Employer theft of wages costs American workers billions of dollars each year
The Fair Labor Standards Act, or FLSA, sets strict and irrefutable standards for employers. It states that employees must be paid the minimum wage for each hour of hours worked, in accordance with overtime provisions and the prevailing minimum wage law; otherwise, employees will be entitled to a claim for unpaid wages. The Fair Labor Standards Act, or FLSA, also instituted a strict policy requiring employers to pay employees one and a half times their regular hourly wages for all overtime hours worked. In cases where an employer does not pay overtime wages, employees are free to seek compensation through wage and hour claims.
Lawyer for back wages – defending cheated workers across America
The two ways to pursue a wage and hour claim are:
• The first is under the Fair Labor Standards Act, the enforcement arm of the Wage and Hour Division.It handles claims on behalf of employees across the U.S.
• The second option is to file a private claim through an employment attorney experienced in complex litigation and litigation law.
Only an experienced employment attorney can determine the valuation of an employee’s unpaid wages claim; this may include wages he is owed, unpaid overtime, interest, penalties, and other damages.
Widespread wage theft in the U.S. is a huge problem for struggling workers. Investigations have shown that underpayment of outstanding wages can reduce the earnings of affected workers by 50% or more. Some common legal issues in the workplace are mentioned below.
• Sexual Harassment in the Workplace: In the US, the Civil Rights Act of 1964 prohibits employment bias based on race, sex, and color; national origin or religion. Initially, the bill was only intended to address workplace sexual harassment against women. However, 42 USC § 2000e-2 covers the prevention of sex discrimination against both women and men.
• Unlawful dismissal/demotion: A situation in which an employee is unlawfully dismissed or demoted to a position less than his or her dignity.
• Workplace Violence: All employees have the right to a peaceful work environment. In situations where violence is likely to occur, an employee must apply for legal help to obtain the justice he deserves.
• Pregnancy Discrimination: A pregnant female employee is placed in an environment where she is forced to quit her job or receive basic comfort during working hours or be looked down upon by co-workers.
• Disability or Age Discrimination: Situations where a person with a disability or an employee is discriminated against among colleagues because of their age.
• Meal and rest break claims: It has repeatedly been noted that employees are denied the fundamental right to proper meal and rest breaks.
Many large companies operating in the United States boost profits by forcing employees to work around the clock, defrauding them of overtime pay they are entitled to and engaging in a variety of other practices known as wage theft, a new report has found. A detailed analysis of federal and state court records shows that the companies ended up paying billions of dollars to settle wage theft lawsuits brought by workers. For more details, please visit: http://wflawfirm.com
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