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Employers in Massachusetts are required to pay overtime to eligible employees who work more than 40 hours in a workweek. Despite clear state and federal laws, many workers are denied rightful overtime pay due to misclassification, off-the-clock work, or wage manipulation. Whether it’s intentional or due to a lack of understanding, overtime violations can cost employees significant earnings over time.
Losing a job is one of life’s most disruptive and emotional experiences. Many people who are fired or laid off believe they’ve been wronged—and in some cases, they’re right. But in many others, what feels like wrongful termination doesn’t meet the legal definition. While employers in Massachusetts must comply with a wide range of employment laws, not every termination is unlawful. Understanding
Many undocumented workers in Massachusetts worry that because of their immigration status, they are not entitled to the same legal protections as other employees—especially when it comes to wages. However, under both Massachusetts and federal law, all workers, regardless of immigration status, have the right to be paid fairly and on time. If you are not receiving the wages you have
Employees in Massachusetts are entitled to timely wage payments under state law. When an employer delays paying wages beyond the legally mandated timeframe, it can create financial hardship and uncertainty for workers. Massachusetts has strict laws requiring employers to pay wages on time and in full, and failure to do so can result in serious penalties. If you have experienced late or withheld
In Massachusetts, employers are legally required to pay all final wages owed to employees promptly upon termination of employment. This includes not only regular wages but also unused vacation pay and any earned commissions. Failing to comply with these obligations can result in severe penalties for employers and provide grounds for employees to seek legal recourse. This article explores the
The rise of remote work has changed the landscape of employment for many industries, including inside sales. Massachusetts employees working from home in inside sales positions often face questions about their rights to overtime pay. While federal and state laws offer clear guidelines, misclassification and employer practices can sometimes lead to employees being denied the overtime they deserve. This article
Employee misclassification is a common issue in Massachusetts, particularly in industries where companies try to reduce costs by labeling workers as independent contractors rather than employees. Misclassification deprives workers of essential protections, including access to benefits, overtime pay, and legal rights. Understanding how misclassification occurs, its consequences, and how to seek recourse can help Massachusetts workers protect their rights and
Wage deductions are a common practice, but they must comply with both state and federal laws to protect employees from losing wages unfairly. In Massachusetts, specific regulations govern what employers can and cannot deduct from an employee’s paycheck. Violations of these laws can lead to significant legal penalties for employers, and employees may be entitled to compensation if illegal deductions
In Massachusetts, the distinction between outside and inside salespeople can have significant implications for overtime pay. While it has long been established that outside salespeople are generally exempt from overtime pay, the landscape of sales employment has evolved. With the rise of remote work, many employees who may not fit the traditional “outside sales” classification are now working from home
Disputes over unpaid bonuses and commissions are a common issue faced by employees in Massachusetts, particularly upon termination. As employment law attorneys, we aim to provide clarity on this topic, helping you understand your rights and the legal remedies available. This article will discuss Massachusetts laws and regulations regarding unpaid bonuses and commissions, typical scenarios of disputes, and the steps
Employers in Massachusetts are required to pay overtime to eligible employees who work more than 40 hours in a workweek. Despite clear state and federal laws, many workers are denied rightful overtime pay due to misclassification, off-the-clock work, or wage manipulation. Whether it’s intentional or due to a lack of understanding, overtime violations can cost employees significant earnings over time.
Losing a job is one of life’s most disruptive and emotional experiences. Many people who are fired or laid off believe they’ve been wronged—and in some cases, they’re right. But in many others, what feels like wrongful termination doesn’t meet the legal definition. While employers in Massachusetts must comply with a wide range of employment laws, not every termination is unlawful. Understanding
Many undocumented workers in Massachusetts worry that because of their immigration status, they are not entitled to the same legal protections as other employees—especially when it comes to wages. However, under both Massachusetts and federal law, all workers, regardless of immigration status, have the right to be paid fairly and on time. If you are not receiving the wages you have
Employees in Massachusetts are entitled to timely wage payments under state law. When an employer delays paying wages beyond the legally mandated timeframe, it can create financial hardship and uncertainty for workers. Massachusetts has strict laws requiring employers to pay wages on time and in full, and failure to do so can result in serious penalties. If you have experienced late or withheld
In Massachusetts, employers are legally required to pay all final wages owed to employees promptly upon termination of employment. This includes not only regular wages but also unused vacation pay and any earned commissions. Failing to comply with these obligations can result in severe penalties for employers and provide grounds for employees to seek legal recourse. This article explores the
The rise of remote work has changed the landscape of employment for many industries, including inside sales. Massachusetts employees working from home in inside sales positions often face questions about their rights to overtime pay. While federal and state laws offer clear guidelines, misclassification and employer practices can sometimes lead to employees being denied the overtime they deserve. This article
Employee misclassification is a common issue in Massachusetts, particularly in industries where companies try to reduce costs by labeling workers as independent contractors rather than employees. Misclassification deprives workers of essential protections, including access to benefits, overtime pay, and legal rights. Understanding how misclassification occurs, its consequences, and how to seek recourse can help Massachusetts workers protect their rights and
Wage deductions are a common practice, but they must comply with both state and federal laws to protect employees from losing wages unfairly. In Massachusetts, specific regulations govern what employers can and cannot deduct from an employee’s paycheck. Violations of these laws can lead to significant legal penalties for employers, and employees may be entitled to compensation if illegal deductions
In Massachusetts, the distinction between outside and inside salespeople can have significant implications for overtime pay. While it has long been established that outside salespeople are generally exempt from overtime pay, the landscape of sales employment has evolved. With the rise of remote work, many employees who may not fit the traditional “outside sales” classification are now working from home
Disputes over unpaid bonuses and commissions are a common issue faced by employees in Massachusetts, particularly upon termination. As employment law attorneys, we aim to provide clarity on this topic, helping you understand your rights and the legal remedies available. This article will discuss Massachusetts laws and regulations regarding unpaid bonuses and commissions, typical scenarios of disputes, and the steps
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Call Attorney Shafran Today!