A Bespoke Law Firm®

Every business deserves savvy, attentive legal counsel — but not all businesses have the need or the budget for their own legal department. At the Sedhom Law Group, PLLC, we serve as outside general counsel for businesses that want to turn our seasoned guidance into opportunity.

  1. Home
  2.  » 
  3. Uncategorized
  4.  » 3 things to remember about New York’s wage and hour laws

3 things to remember about New York’s wage and hour laws

On Behalf of | Mar 17, 2022 | Uncategorized

New York employers must ensure their employees are getting the compensation they deserve. Wage and hour laws set specific standards in this state that must be followed. Employees can opt to file a complaint against a company that’s not complying with the law.

Understanding these laws can help employers to avoid legal action against the company. While this is a very complex area of the law, there are a few points that are critically important. Here are three big ones:

#1: Pay frequency depends on the employee category

Manual workers, such as mechanics and laborers, must be paid at least once per week. The pay must come no more than one week after it’s earned. People who are working on commission must be paid at least monthly. Everyone else has to be paid at least twice per month on pre-designated paydays. 

#2: Final paychecks must be provided

In New York, a person’s final paycheck must be paid on the next scheduled payday. There isn’t a requirement for the company to pay sooner, but it’s not legal for the company to withhold the check past the next scheduled pay date. 

#3: Retaliation is illegal

Employers can’t retaliate against employees who file factual complaints about wage and hour matters. This means you can’t terminate or take negative employment actions against them just because they reported violations. 

Workers in New York have the right to get the pay they’ve earned. Working with someone who’s familiar with these laws is critical so you know what options you have to protect your company if a former or current employee opts to pursue legal action. Doing this quickly is critical so you can start working on your side of the matter right away.