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FAQs about the Wage Theft Prevention Act

Imagine starting a new job in a restaurant. You get your first paycheck two weeks later and it is much lower than you anticipated. You only had two days off during the pay period and you were working doubles the majority of the time. It is as if you are missing entire days of pay on your paycheck.

Wage theft is a real threat to many workers. That is why in 2011, New York passed the Wage Theft Prevention Act. The Act requires that your employer notify you of your rate of pay, any intentions to claim allowances such as tips, meals, or uniforms, and the company's designated payday.

If you think that you are a victim of a violation of the Wage Theft Prevention Act, it is important to understand your rights. A local New York attorney experienced with employment law can review your case and help you determine the best course of action. Read further for frequently asked questions about the Wage Theft Prevent Act.

What does the Act do?

The Wage Theft Prevention Act provides more protections for workers. It also changed the way employers must notify workers about pay rates and how workers receive wage statements such as pay stubs.

What employees are covered?

The Act applies to private sector employees. Government employees at the federal, state or local level are generally not covered. Employers that work for charter schools, private schools and non-profit organizations are covered since they are not public entities.

What are the requirements of the law?

According to the law, you must receive notice of your pay when you are hired. In addition, your employer has to notify you if there are any changes in the information contained on your wage statements. Furthermore, the Act protects you from retaliation if you complain about any possible violations of labor laws.

What does retaliation include?

In general, retaliation is any act that negatively affects you at work. This includes suspension, changes in your shift, reduction in your hours, threats and even discharge from your position. The action has to be directly related to any protected activities you engaged in.

If you think your employer has committed wage theft or violated the Wage Theft Protection Act in some way, you should seek help as soon as possible. It is important to fight for your rights as a worker.

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