This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Labour Law Equal Pay For Equal Work In Queens
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Queens
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FAQ
Section 194 of the Labor Law prohibits employers from restricting employees' ability to inquire about, discuss, or disclose wages with other employees.
Effective January 6, 2020, Labor Law Section 194-a prohibits an employer from, either orally or in writing, personally or through an agent (directly or indirectly), asking any information concerning an applicant's salary history information. This includes compensation and benefits.
Some jobs can be classed as equal work, even if the roles seem different. For example, a clerical job and a warehouse job might be classed as equal work.
JUSTIFICATION: Article 6 of the Labor Law was created to prevent employers from bene- fitting from the fruits of their employees' labor by withholding wages. If interpreted correctly, this broad-ranging statute allows prevailing plaintiffs to recover unpaid wages, attorney's fees, and in many cases liquidated damages.
When a New York City employer rounds up or down in 15-minute increments, the employer must cut off rounding down at 7 minutes. For example, if the employee works between 8 to 15 minutes, the employer must round the employee's time up to the next fifteen minutes.
Employers must offer a 4-hour minimum shift. Here are some FAQs on New York Wages and Hour laws.
There are strict time limits for taking action to recover unpaid wages; the statute of limitations for making a wage claim is six years in New York. So it is important to promptly consult with an experienced New York employment law attorney to understand your rights and pursue owed compensation without delay.
New York state law now allows up to three years to file all employment discrimination and harassment claims. Federal and state agencies often have agreements allowing both to work on a claim filed at only one level, eliminating the need to file with each.
Section 194 of the Labor Law prohibits employers from restricting employees' ability to inquire about, discuss, or disclose wages with other employees.