#UnpaidWages

[manselllaw]

New York City Unpaid Minimum Wage Lawyer: Ensuring Fair Pay for All Workers

Almost all employees are entitled to be paid the minimum wage. However, not everyone knows what the minimum wage actually is. New York has its own, higher minimum wage compared to the federal level, and New York City has an even higher minimum wage. The applicable minimum wage can also vary based on the industry. Are you certain you’re receiving the minimum wage you’re entitled to, or could your employer be underpaying you? At Mansell Law, our NYC unpaid minimum wage lawyers fight daily to ensure workers in New York City receive their rightful wages through individual claims and class action litigation. Contact us for a free consultation if you believe you’re being underpaid.

What is the Minimum Wage in New York City?

The federal minimum wage is $7.25 per hour, but states can set higher minimum wages. As of 2020, New York’s minimum wage is $11.80 per hour, increasing to $12.50 in 2021. New York City’s minimum wage is currently $15.00 per hour for all employers.

Minimum Wage for Fast Food Workers

Fast food workers in NYC earn a minimum of $15.00 per hour, while those outside the city are guaranteed at least $13.75 per hour. Statewide, the minimum wage for fast-food workers will rise to $15.00 in the coming years.

Visit For More Information: https://www.newyorkcity-employmentlawyer.com/

Minimum Wage for Tipped Employees

Tipped workers receive a lower minimum wage since tips form a significant part of their income. The federal minimum for tipped employees is $4.35 per hour. In NYC, tipped workers earn $10.00 per hour, with variations across regions. Employers can take a “tip credit” to pay less than the minimum wage, but if total wages and tips don’t meet the minimum wage, employers must increase wages.

Does the Minimum Wage Apply to All Employees?

Certain workers are exempt from the minimum wage law, including:

Executives and administrators earning more than 75 times the minimum wage

Professionals

Outside salespersons

Taxicab drivers

Government employees (except some non-teaching staff)

Part-time babysitters

Ministers and religious order members

Volunteers, learners, apprentices, and students in non-profits

Students gaining vocational experience

Independent contractors are also not covered. However, employees are often misclassified as independent contractors, intentionally or mistakenly, to avoid paying the minimum wage.

How Do Employers Violate Minimum Wage Laws?

Common violations include:

Paying less than the minimum wage

Unpaid wages (meals, breaks, on-call time, etc.)

Improper deductions

Misclassifying employees as exempt

Misapplying tip credits or operating illegal tip pools

Contact Our New York Minimum Wage Employment Lawyers

If you suspect you’re not receiving the correct minimum wage in New York City, call Mansell Law at 646–921–8900 for a free consultation. You may recover years of unpaid wages, but don’t delay—act quickly to protect your rights.

Contact Us:https://www.newyorkcity-employmentlawyer.com/contact-us/

[piyusha30]

Breaking News: Woman Files Lawsuit Against Rudy Giuliani, Alleging Coercion and Unpaid Wages | GiulianiLawsuit | WorkplaceAbuse | GiulianiScandal | MeToo | RudyGiuliani | CoercionScandal | WageTheft | MeTooMovement | JusticeForVictims | AccountabilityMatters | PowerAbuse | BreakingNews | LegalBattle | ExploitationCase | SexualHarassment | UnpaidWages | SocialJustice |

Former New York City Mayor and attorney to former President Donald Trump, Rudy Giuliani, is facing a lawsuit filed by a woman who claims he coerced her into a sexual relationship and owes her unpaid wages. The plaintiff, identified as “Jane Doe,” alleges that Giuliani took advantage of his position of power and influence to manipulate her into engaging in sexual acts against her will.…

[markethighs]

Dirty Dusted Mattresses Used for tourists - A Shocking Experience At Grand Resort Hotel in Limassol - Cyprus (Leonardo Hotels)

I worked there 3 days and I left because as pool attendant I was actually removal worker, to remove mattresses and beds 8 hours. Even if you work as removal worker you will not remove 8 hours heavy stuff.

I reported them 2 times in government social insurance services that they didn’t pay me. I am waiting from 4 April.

At first they said me that they pay me and my receipt is waiting to the hotel but the trade union person didn’t know anything about this and except that firstly they asked me IBAN for my payment. Just they were lying. After they threat me to bring me to court if I will not delete a post which I was referring that the hotel warehouse was full of dust etc .

When I went to government social insurance services they said to the officer to bring the stuff I took from hotel. Another lie, I didn’t receive any stuff like card or suit, probably they were saying this to not pay me and I challenge the managers there to show me from cameras the stuff I took. Also I have never “hit” card the days I worked, I just sign at the end of the work.

In their dusted warehouse they used mattresses for tourists when the tourists pay much money to stay in this 5 stars luxurious hotel.

I also heard an old man during these 3 days to complain that they pay him fewer money and someone said him to ask the accountant there what was wrong.

From all the above you can understand how they respect their workers and their customers too. 

SHARE this post so more people to know about this.

#GrandResortLimassol #WorkplaceIssues #EmployeeRights #LuxuryHotelFail #UnpaidWages #WorkersRights #CustomerExperience

#Leonardohotels #Leonardogroup #Leonardogrouphotels

Dirty Dusted Mattresses, Tourists, Shocking Experience, Grand Resort Hotel, Limassol, Cyprus, Leonardo Hotels,Removal worker experience at Grand Resort Hotel, Unpaid wages at Leonardo Hotels, Dusty warehouse conditions in Limassol, Tourist mattresses hygiene issues, 5-star hotel labor disputes, Government social insurance services complaints, Managerial mistreatment of workers

[dereksmithlawgrouppllc]

A #wageattorney can help you fight for the money you're owed. We have the experience and knowledge to navigate the complex wage and hour laws and get you the justice you deserve. Have Questions? Call for free consultation at 800-807-2209. . . Learn more: https://bit.ly/law-hd . . #overtime #wageandhour #minimumwage #unpaidwages #finalpaycheck

[redthreadsdesign-blog]

get it at bit.ly/unpaidwages

[taylorlaborlaw]

"UNLIMITED" Vacation Time -- Too Good To Be True?

California law does not require employers to provide employees with paid time off/vacation pay.  However, the average employer provides up to two weeks of vacation time annually.  When vacation time is offered, certain rules apply.  California Labor Code Section 227.3 requires employers to pay out all accrued, unused vacation pay as wages at the time of termination. If an employee has accrued 10 days vacation at the time of separation, then all 10 days of unused vacation time must be paid to the employee.

“Unlimited” vacation policies in which employees have no minimum and no maximum vacation and do not accrue any vacation time have become increasingly popular in recent years. But what is actually meant by "unlimited." Can you really take as many days off as you wish and continue to hold your job?  Doubtful.  And, when you leave the company, are you paid out any of your unused, "unlimited" vacation time?  Employers say, "no." On April 1, 2020, the California Court of Appeal issued the first published decision addressing unlimited vacation policies under California law.  In this case, McPherson v. EF Intercultural Foundation, Inc., the employer offered "unlimited" vacation time.  As a practical matter, however, employees were discouraged by management from taking more than the traditional two weeks of paid vacation.  Some employees feared taking vacation at all.  Others took many vacation days, only to discover it hurt their standing within the company because management never intended for employees to actually use "unlimited" vacation.   The Court of Appeal decided the employer's "unlimited" vacation time policy was ambiguous and without clear guidance for employees.  Therefore, the court reasoned, the employer owed employees unpaid vacation wages under section 227.3 based on a traditional, two-weeks of vacation model. This area of law is still developing, but the court clearly signaled employers cannot use "unlimited" vacation policies to avoid paying out unused vacation time unless employees receive a written policy clearly defining the parameters of "unlimited" vacation and employees are not discouraged from utilizing it within the policy.

For additional questions, please feel free to contract Christopher Taylor of Taylor Labor Law, P.C. at (626) 219-6008 or visit www.taylorlaborlaw.com.

[enisports-blog]

Micho terminates contract as Uganda coach over unpaid wages

Micho terminates contract as Uganda coach over unpaid wages ##Micho #Uganda #ugandafa #unpaidwages

Milutin ‘Micho’ Sredojevic has parted ways with Uganda’s  national team over unpaid wages.

His future as coach of The Cranes had been the source of much speculation all week which led to him meeting Uganda FA (Fufa) officials on Monday.

On Saturday, Micho confirmed to BBC Sport that he was leaving his position.

“It is a notice of termination due to non payment of salaries,” the Serbian stated.

Th…

[creativemedianews]

Mendy sues Man City over unpaid wages amid assault charge

Mendy sues Man City over unpaid wages amid assault charge #assaultcharge #ManCity #Mendysues #unpaidwages

[manselllaw]

Fighting for Employee Rights in New York City: Mansell Law’s Dedication to Justice

At Mansell Law, we believe every worker deserves fair treatment in the workplace. As one of the leading New York City employment law firms, we are tireless advocates for employees facing discrimination, harassment, unpaid wage violations, and wrongful termination. No case is too big or too small—our aggressive approach ensures justice is served and unlawful actions are stopped.

Our Expertise in Employment Law

Our dedicated team handles a wide spectrum of employment law cases, including:

Unpaid Wage Law: Recovering unpaid overtime, minimum wage, or addressing misclassification issues.

Discrimination: Addressing bias based on race, gender, age, disability, or any protected characteristic.

Harassment: tackling hostile work environments or sexual harassment cases.

Wrongful Termination: protecting employees who are unjustly fired.

Reasonable Accommodations: Ensuring compliance with the ADA for workers with disabilities.

Family and Medical Leave Act (FMLA): Safeguarding employees’ rights to take leave without fear of retaliation.

Our attorneys also handle severance agreements, non-compete clauses, and whistleblower cases to protect New York workers’ rights.

Unpaid Wage Law: A Focus on Fair Compensation

Employees in New York City deserve fair pay for their hard work. Unfortunately, many workers experience wage violations, including:

Unpaid Overtime: Employers failing to pay time and a half for overtime hours.

Minimum Wage Violations: Not receiving the state-mandated minimum wage.

Misclassification: Being wrongly categorized as exempt to avoid paying overtime.

Off-the-Clock Work: Forced to work without proper compensation.

Improper Deductions: Paychecks reduced unlawfully.

We’ve represented workers across various industries—from healthcare and fast food to factories and corporate offices. Whether it’s an individual case or a class action involving thousands of employees, Mansell Law has the experience and resources to fight for your unpaid wages.

Visit Site For More Information : https://www.newyorkcity-employmentlawyer.com/

What Sets Mansell Law Apart?

At Mansell Law, we do more than just represent you. We listen to your story, educate you about your rights, and build a personalized strategy for your case. As employment lawyers in New York City, our client-centered approach ensures you’re informed and empowered every step of the way.

Why Choose Mansell Law?

Deep knowledge of federal and NYC-specific employment laws.

Experience in individual cases and large-scale class actions.

Proven track record of securing justice for New York workers.

We are passionate about defending employee rights and providing legal solutions that get results.

Take Action Today

If you’re a New York City worker dealing with unpaid wages, discrimination, or harassment, don’t wait—get the legal help you need. Contact Mansell Law for a consultation and let us fight for your rights. Call Today For A Free Case Evaluation 646–921–8900

By leveraging Mansell Law’s experience and dedication, you can take a stand against workplace injustices and secure the compensation and respect you deserve. Contact us today to learn more.

[villanuevaandsanchalalawfirm]

New York Labor Law Violations Found at Westchester Area Pizza Businesses - New…

Domino's Pizza franchisees pay over $700,000 in local New York state area to settle allegations of labor law violations.

#NYLaborLaw   #NYEmploymentLawyer   #UnpaidWages  #OvertimePay

https://plus.google.com/101874110283047782675/posts/Y9fDn4Mn25v

[dereksmithlawgrouppllc]

Does your employer owe you unpaid overtime?

We fight employer wage and hour abuse and can help you be compensated properly for all of the hours you have worked. Free Consultation 800-807-2209 

[dereksmithlawgrouppllc]

Does your employer owe you unpaid overtime? We fight employer wage and hour abuse and can help you be compensated properly for all of the hours you have worked. Free Consultation 800-807-2209

[taylorlaborlaw]

It is not uncommon, especially for employees that work for large companies, to discover their pay stubs seem incorrect because the the amount of time reflected for time worked is incorrect.

Depending on how incorrect the pay stub appears, the employer may still be following California law.

This is illustrated by a case involving See's Candies (See’s Candy Shops v. Superior Court)  California employees of See's Candies noticed their time-cards failed to reflect their exact punch in and punch out times.  Instead, their time was rounded to the nearest 5 minutes, or the nearest one-tenth or quarter of an hour.  For example, a punch out at 5:02 p.m. would be rounded down to 5:00 p.m., but a punch out at 5:04 p.m. would be rounded up to 5:06 p.m.  In the See's case, the court noted the evidence was undisputed that this rounding could increase or decrease the total work time in any given day depending which tenth of an hour the punch was closest to.

See's Candies argued rounding time clock punches because paychecks were easier to administrate.

Based on statistics in this case and others, the court noted that more often than not the rounding afforded employees more time than less time. Additionally, it determined that over time the rounding up or down cancelled each other out and employees were compensated for all time worked.

California courts have continually ruled rounding time in such a manner is legal as long as it will not result, over a period of time, in failure to compensate the employees properly for all the time they have actually worked.

For more information concerning potential time-card violations or any other employment issue, please feel free to contact Christopher Taylor at Taylor Labor Law, P.C. for a no-cost consultation at (626) 219-6008.

[enisports-blog]

Nigeria's Ogenyi Onazi quits Trabzonspor over unpaid wages

Nigeria's Ogenyi Onazi quits Trabzonspor over unpaid wages ##Onazi ##Trabzonspor #unpaidwages

 Unpaid wages has forced Nigeria international Ogenyi Onazi to terminate his contract with Turkish club Trabzonspor.

The 24-year-old played the final two months of last season without pay.

His agent and former Nigeria international Ayodele Stephen Makinwa says they have written to the club with their decision.

“Now we are looking for a quick solution with regards his next destination,” Makinwa…