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Under both State and Federal law, employers are required to enforce a minimum wage, a method of wage payment, adhere to the laws concerning the employment of minors, and allow for additional compensation (overtime) to be paid to eligible employees who work more than forty hours during any seven-day period in which the eligible employee will be paid at least one and one-half times the employee's ordinary hourly rate.

Wage and hour laws are meant to protect employees, and to ensure that their employers treat them with fairness in terms of payment for work done. Unfortunately, employers can fail to comply with these State and Federal laws and can be held liable for employment wage violation. In addition to not paying overtime to eligible employees and not paying employees at least the minimum wage as governed by law, other employment wage violations can include making employees work off-the-clock without pay, and deducting wages when goods are supplied to an employee, such as food at a company lunch and/or work-related supplies. If you believe you have been the victim of wage violation, it is wise to seek the counsel of an experienced Labor and Employment Attorney who can discuss your case with you, and provide solid advice on your best course of legal action.

Should I Hire a Labor and Employment Lawyer?

If you are involved with a dispute involving such issues as wrongful termination, sexual harassment, discrimination (gender, age, religion, disability, pregnancy, national origin, race), wage and overtime issues, employment contracts, negotiation of severance packages, or public sector employee issues, you should immediately consult with a qualified Lead Counsel Employment Attorney. Businesses will also typically retain an employment attorney to provide counsel on the businesses rights and options under labor and employment laws and provide advocacy, including representation in mediations, arbitrations, and litigation.

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