Sentences with phrase «federal wage law»

Under federal wage law, employers who pay the tipped minimum wage, which is lower than the standard minimum wage of $ 7.25 per hour, can't pool and share tips with non-tipped workers.

If you believe that your employer owes you money for work that you have completed for them, it is absolutely vital that you understand both state and federal wage laws — laws that protect workers...

Not exact matches

Although some states have set higher benchmarks than federal law requires, minimum wage in the US is $ 7.25 an hour.

The results show that while a change in federal, state, or local laws would have these folks reaching into their pockets, a majority still support a minimum wage hike.

Employers are subject to both state and federal wage and hour laws.

In these cases, the cheerleaders argue they have been denied minimum wage and overtime pay in violation of federal and state wage laws.

Rosa Aliberti Rosa has worked on diverse labor and employment law matters, including wage and hour cases; workplace investigations; severance, employment, and non-compete agreements; has drafted and responded to discrimination complaints before government agencies, including the U.S. EEOC and NYS Division of Human Rights; and, has assisted in federal and state court litigations.

He also voted for the Amtrak reauthorization bill and against amendments to federal prevailing wage laws.

In the ruling, Judge Richard Sullivan said federal minimum wage law does not preempt the council's plan.

New York's top court ruled that a Brooklyn man whose lottery winnings were confiscated because he had been on public assistance is, in fact, entitled to keep his prize money — thanks to federal minimum - wage laws.

If she was brought on and paid a ceremonial wage, like minimum wage, as a federal employee, I'd have more confidence in how concrete the stated good intentions are, since she would then be formally bound by laws and rules.

Raise the wages of state workers making federal minimum wage because they aren't included under state minimum wage law.

Thirty - two states, the District of Columbia and the federal government have prevailing - wage laws aimed at...

A federal judge ruled on Wednesday that a city law to regulate carwash businesses violated federal law because it encouraged unionization, dealing a blow to Mayor Bill de Blasio's efforts to increase protections for low - wage carwash employees.

Unions will push for a radical overhaul of Australia's «joke» workplace relations laws to allow millions more workers to push for substantial wage increases Laws related to pregnancy, leave and breastfeeding rights in the workplace exist at the federal and state lelaws to allow millions more workers to push for substantial wage increases Laws related to pregnancy, leave and breastfeeding rights in the workplace exist at the federal and state leLaws related to pregnancy, leave and breastfeeding rights in the workplace exist at the federal and state level.

2018-04-08 12:19 Unions will push for a radical overhaul of Australia's «joke» workplace relations laws to allow millions more workers to push for substantial wage increases Laws related to pregnancy, leave and breastfeeding rights in the workplace exist at the federal and state lelaws to allow millions more workers to push for substantial wage increases Laws related to pregnancy, leave and breastfeeding rights in the workplace exist at the federal and state leLaws related to pregnancy, leave and breastfeeding rights in the workplace exist at the federal and state level.

States may have their own higher wage laws, but the federal minimum wage for tipped workers is $ 2.13 an hour.

For example, some states have stricter laws on child labor than the federal laws, and some states have different minimum wage laws.

By law, lenders can not garnish more than 25 percent of your net paycheck, and they can not leave you with a weekly income less than 30 times the federal minimum wage.

Federal law also limits the amount of any regular wages a creditor may garnish, so you are generally safe from garnishment if you earn $ 217.50 per week or less (30 times the federal minimumFederal law also limits the amount of any regular wages a creditor may garnish, so you are generally safe from garnishment if you earn $ 217.50 per week or less (30 times the federal minimumfederal minimum wage).

The federal wage garnishment law states that for the purpose of wage garnishment, disposable earnings is the amount of money you have left after subtracting deductions required by federal, state and local laws from your paycheck.

The federal wage garnishment law defines earnings as the amount of pay you earned by working.

Texas does allow wage garnishment for some debts, specifically, those for child support payments, certain IRS tax debts (which are garnished under federal wage garnishment laws), and student loan debts.

State and federal laws both regulate wage garnishments, and state laws can vary.

• Federal and state tax offset • Wage garnishment applicable by the law of your State • Referral to the Department of Justice • Negative credit history

If you're not a head of family, Florida borrows its wage garnishment rules from federal law, specifically the Consumer Credit Protection Act.

Federal and state garnishment laws can be used to stop, start and avoid wage garnishment actions by consumers, creditors, and collectors.

If your business grosses $ 500,000 or more per year, you are covered by the federal wage / hour law, a.k.a. the Fair Labor Standards Act («FLSA»).

The majority of businesses are subject to both state and federal wage / hour laws.

Child labor has been abolished, safe and healthy work environments are guaranteed with federal laws such as Occupational Safety and Health Act (OSHA), Black Lung Benefits Act (BLBA), Fair Labor Standards Act (FLSA) and many others, and the minimum wage compensation of workers has increased tremendously.

She also represented private sector employees in a wide variety of employment law matters such as wage and hour claims, unemployment compensation, and discrimination cases in state and federal court.

We provide services to our clients regarding Federal, New Jersey and New York statutes, including: Family and Medical Leave Act, the Fair Labor Standards Act, Americans with Disabilities Act, Worker Adjustment and Retraining Notification Act, National Labor Relations Act, Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act, Occupational Safety and Health Act, New Jersey Law Against Discrimination, Conscientious Employee Protection Act, New Jersey Family Leave Act, Civil Rights, ERISA, and Wage and Hour Law.

Mr. Miklave represents employers and management in all areas of civil rights, employment relations, and traditional labor law, focusing on federal and state antidiscrimination, noncompete and restrictive covenants, labor, wage and hour, and family leave statutes, among others.

Mr. Miklave represents employers and management in all areas of civil rights, employment relations, and traditional labor law, focusing on federal and state antidiscrimination; noncompete and restrictive covenants; and labor, wage and hour, and family leave statutes, among others.

For over thirty years, Mr. Miklave has represented employers and management in all areas of employment, civil rights, and traditional labor law, including issues arising under federal and state anti-discrimination and anti-retaliation statutes; non-compete agreements and other post-employment restrictions; wage and hour investigations and litigation; multi-employer pension plan withdrawal liability and administration; collective - bargaining negotiations, administration and enforcement proceedings; corporate restructurings, reorganizations and plant closings; and employment practices and policies.

She has extensive experience with federal and state court litigation, particularly in the areas of employment law — including discrimination, harassment, retaliation, wage and hour and leaves of absence.

We are experienced employment attorneys and have represented the victims of wrongful termination, harassment, wage and hour claims, denial of leave and other violations of Connecticut, Massachusetts, and federal employment law.

Successfully represented private insurance brokerage agency in defense of a wage and hour action brought by a broker under federal and state law.

Many federal and state laws regulate the relationship between employer and employee, for example minimum wage laws, rules about vacation time and overtime, and rules about when employees can be fired.

Shannon has more than 20 years of experience and has successfully defended employers before federal and state courts and agencies against claims including discrimination, harassment, retaliation, wrongful termination, breach of contract, violations of wage and hour laws, and violations of leave laws.

The firm routinely defends employers against all types of employment law claims, including those brought under Title VII, the Americans with Disabilities Act, ADEA, FMLA, FLSA, wage claims, as well as all other federal, state and local laws.

Chris provides business and corporate advice, including advice related to sales and acquisitions, commercial leasing, contracts, real estate conveyance and financing; broad commercial litigation representation including contracts and other business disputes, commercial and residential construction defect claims, religious entity law, advice regarding employment disputes and compliance, including ADA, ADEA, Title VII, Colorado Wage Act, FLSA compliance, and administrative proceedings before EEOC and DORA - Colorado Civil Rights Division; representation in administrative proceedings, C.R.C.P. 106 (a)(4) appeals and interlocutory appeals regarding governmental immunity, defense and pursuit of 42 USC § 1983 actions in federal and state court; representation of public pension funds in litigation and administrative matters; and appellate practice before the Colorado Court of Appeals, Colorado Supreme Court, and the 10th Circuit.

Gerald A. Golden has advised employers for over 35 years on compliance with federal and state employment laws such as the National Labor Relations Act, Family and Medical Leave Act, the Americans with Disabilities Act, the anti-discrimination and wage - hour laws.

First, the labor laws set a federal minimum wage to ensure that...

Covers employment law topics, including discrimination cases, the minimum wage, OSHA and other federal laws.

This case tested a federal minimum wage law which banned shipping goods in interstate commerce where they were produced by people paid less than minimum wage, and also banned the employment of those people at less than minimum wage in that context.

His primary focus is in three areas: Dealing with labor unions — bargaining, grievances, arbitrations, and litigation; Employment litigation — discrimination, whistleblower, wage / hour, retaliation and other causes of action before federal and state courts and administrative agencies; and human resources counseling — helping managers deal with day - to - day issues, training, compliance, policies and procedures, drafting ordinances, public records, and Sunshine Law.

Under Federal law, there is a minimum wage which workers must be paid and employers are required to maintain records of the time you worked.

Can you personally be liable for Federal and State wage and hour laws?

In particular, this «Wage & Hour Guide» for Employers provides access to the federal wage - hour laws and those of many states (including California, the District of Columbia, Georgia, Illinois, Maryland, New York, Texas, and VirginWage & Hour Guide» for Employers provides access to the federal wage - hour laws and those of many states (including California, the District of Columbia, Georgia, Illinois, Maryland, New York, Texas, and Virginwage - hour laws and those of many states (including California, the District of Columbia, Georgia, Illinois, Maryland, New York, Texas, and Virginia).