Wage And Hour Law (FLSA) Advisement
Our labor and employment law attorneys work to ensure that employees are paid the full compensation due to them and that employers are in compliance with all state and federal wage and hour laws.
When a wage and hour dispute arises, we can help negotiate a fair settlement.
Representing Employers And Employees
The New York employment lawyers of Pitta LLP have extensive knowledge of the federal Fair Labor Standards Act (FLSA), as well as all state and local wage and hour laws. We represent employees in negotiations for full and fair compensation in wage and hour disputes, including claims for unpaid overtime.
We also advise employers with regard to legal compliance and proper accounting and record keeping. These services help employers mitigate risk and ensure that employees are properly paid.
Responsibilities Of Employers Under FLSA And New York Law
Employers must navigate complex federal and state requirements to maintain legal compliance and protect their workers’ rights. Understanding these obligations helps prevent costly violations and creates fair workplace environments for all employees.
Key employer obligations include comprehensive compliance across multiple areas:
- Accurate record keeping: Maintaining detailed documentation of work hours, compensation paid and employment-related information for all covered workers according to federal and state specifications
- Proper employee classification: Determining correct exempt or nonexempt status for overtime eligibility based on job duties, salary levels and other regulatory criteria established by law
- Wage payment requirements: Distributing compensation according to established schedules and methods that meet both federal FLSA standards and New York state payment regulations
- Complying with minimum wage laws: Providing compensation that meets or exceeds applicable federal, state and local minimum wage rates for all covered employees
- Overtime pay: Calculating and paying time-and-a-half compensation for hours exceeding 40 per workweek as required under federal law and applicable state provisions
- Providing required breaks: Offering meal periods and rest breaks according to New York state requirements, which differ from federal standards that do not mandate such breaks
- Avoiding illegal deductions: Preventing unauthorized wage reductions that would bring employee compensation below minimum wage or violate state restrictions on permissible deductions
- Notice and posting requirements: Displaying current wage and hour law notices in accessible workplace locations where employees can review their rights and employer obligations
- Complying with paystub requirements: Furnishing detailed pay statements containing all information mandated by New York law, including hours worked, rate of pay and deduction details
- Avoiding retaliation: Protecting employees who exercise their rights under wage and hour laws from adverse employment actions or discriminatory treatment
These responsibilities require ongoing attention as laws evolve and enforcement priorities shift at both federal and state levels. Employers benefit from regular compliance reviews and legal guidance to maintain proper practices while avoiding potential violations that could result in significant financial penalties and legal exposure. Proactive compliance efforts often prove more cost-effective than reactive measures following government investigations or employee complaints.
Contact The Firm
If you believe you have a wage and hour claim under New York state law or federal law, or if you are an employer who wants to ensure compliance with the law, please contact our offices in New York City to learn more about your legal options. Our attorneys can be reached by email or by phone at 212-257-3973.
