Are You A Victim Of Wage Theft?
Are you aware of the idea of wage theft? It is a word that is growing more and more common in the workplace. And if it happened in your workplace, could you spot this phenomenon? In addition to outlining some of the most prevalent types of wage theft and how employers could be attempting to get away with them, we also have recommendations from an employment lawyer on what to do if you think you may be a victim.
What Do You Mean By Wage Theft–And Could You Be A Victim?
Wage theft generally occurs when an employer refuses to provide an employee with their proper earnings or bonuses.
While some types of wage theft are more apparent than others, there are a few warning signals to watch out for. You are a victim of wage theft if you are an hourly worker who often puts in overtime without getting compensated for those extra hours. Some common examples include misclassifying a worker as an independent contractor, neglecting to pay for holidays or earned time off, being asked to work after hours, or being asked to arrive beforehand or stay late without getting paid.
An employer might illegally retain employee money. A few indicators that a worker is a victim of wage theft are as follows:
1. You Got No Overtime Payment.
According to wage rules, workers who work for more than eight hours throughout the workday receive one and a half times their usual wage for the extra time worked. The same holds true for people who put in more than 40 hours each week at work. Workers who work more than 12 hours a day are entitled to double their regular payment for the extra time they put in. Anything less would be considered wage theft.
2. Your Pay Was Used To Buy Your Uniform.
Wearing uniforms while working might be compulsory for employees. To cover the expenses, the employer may try to take some of the worker’s earnings. But this deduction would be against the regulations.
3. You Were Mistakenly Classified As Contracted Or Exempt.
Workers must be appropriately categorized. An employee could not get the extra time benefits they have a right to if they are mistakenly assigned as exempt. Similarly, if a worker was incorrectly classified as contractual, they may no longer be entitled to workers’ compensation, overtime pay, and minimum wage.
4. A Check Bounced
It is the responsibility of employers to provide their workers with timely pay. It can be considered wage theft if an employee receives a check that bounces or if a usual payment is received beyond the due date.
