Call Attorney Shafran Today!
Beginning on July 1, 2015, employees who work for employers having eleven or more employees will be eligible to earn and use up to 40 hours of paid sick time per calendar year, while employees working for smaller employers could earn and use up to 40 hours of unpaid sick time per calendar year.
The Massachusetts Wage Act protects employees by requiring the prompt payment of wages within six days of being earned. G.L. c. 149 § 148. The Courts have defined the purpose of the Wage Act to limit the time between the completion of an employee’s work and the payment of their wages. It protects employees from the unreasonable suppression of wages
The Department of Labor Standards (“DLS”) creates an extensive list of job classifications and their corresponding rate of wages. An awarding authority, such as a municipality, who begins a public works projects submits to the Director of DLS a list of jobs to be employed on the project. Typically these jobs fit neatly into a job classification. Nonetheless, workers often
Massachusetts requires every employer in the commonwealth with one or more employees to have a valid worker’s compensation policy at all times. This type of no fault insurance protects employees by providing medical care and partial wage reimbursement. Employers need not have a valid worker’s compensation policy for work done by an independent contractor as they fall outside the definition
Workers at Amazon warehouses may face up to 25-minute security screenings aimed at preventing theft. The workers sued their employer seeking compensation for the time spent waiting to go through the security screening at the end of each day. The issue before the Supreme Court was whether such time is compensable under the Fair Labor Standards Act, the federal law
Employers often create complicated payroll formulas to calculate overtime pay for employees who work under public work contracts to comply with Massachusetts’ prevailing wage law. The prevailing wage law (M.G.L. c. 149, § 26-27) governs public works contracts in Massachusetts and mandates a wage rate established by the director of the Massachusetts Department of Labor, the “prevailing wage,” which must
Employers who hire unpaid interns face heavy scrutiny under Massachusetts wage and hour laws. Massachusetts employers must pay their interns state minimum wages unless the employer can demonstrate that their unpaid intern is exempt under both the state’s criteria, and the six part test used by the United States Department of Labor under federal law.
A 2008 Amendment to the Massachusetts Wage Act simplified the award of treble damages in wage act violation cases. The amendment takes discretion away from the court and makes treble damages a mandatory award. “An employee so aggrieved who prevails in such an action shall be awarded treble damages, as liquidated damages, for any lost wages and other benefits and
Unfortunately, employees seeking unpaid wages based on a misclassification as an independent contractor, occasionally have to deal with unruly employers who bring counterclaims against their employees. Fortunately there are legal protections employees can utilize to discourage this type of employer’s behavior.
$9.00. As of January 1st 2015, this will be the new minimum wage in the State of Massachusetts. The commonwealth has instituted an aggressive minimum wage initiative to raise the minimum wage $1.00 each year to ultimately reach $11.00 an hour as of January 1st 2017.
Beginning on July 1, 2015, employees who work for employers having eleven or more employees will be eligible to earn and use up to 40 hours of paid sick time per calendar year, while employees working for smaller employers could earn and use up to 40 hours of unpaid sick time per calendar year.
The Massachusetts Wage Act protects employees by requiring the prompt payment of wages within six days of being earned. G.L. c. 149 § 148. The Courts have defined the purpose of the Wage Act to limit the time between the completion of an employee’s work and the payment of their wages. It protects employees from the unreasonable suppression of wages
The Department of Labor Standards (“DLS”) creates an extensive list of job classifications and their corresponding rate of wages. An awarding authority, such as a municipality, who begins a public works projects submits to the Director of DLS a list of jobs to be employed on the project. Typically these jobs fit neatly into a job classification. Nonetheless, workers often
Massachusetts requires every employer in the commonwealth with one or more employees to have a valid worker’s compensation policy at all times. This type of no fault insurance protects employees by providing medical care and partial wage reimbursement. Employers need not have a valid worker’s compensation policy for work done by an independent contractor as they fall outside the definition
Workers at Amazon warehouses may face up to 25-minute security screenings aimed at preventing theft. The workers sued their employer seeking compensation for the time spent waiting to go through the security screening at the end of each day. The issue before the Supreme Court was whether such time is compensable under the Fair Labor Standards Act, the federal law
Employers often create complicated payroll formulas to calculate overtime pay for employees who work under public work contracts to comply with Massachusetts’ prevailing wage law. The prevailing wage law (M.G.L. c. 149, § 26-27) governs public works contracts in Massachusetts and mandates a wage rate established by the director of the Massachusetts Department of Labor, the “prevailing wage,” which must
Employers who hire unpaid interns face heavy scrutiny under Massachusetts wage and hour laws. Massachusetts employers must pay their interns state minimum wages unless the employer can demonstrate that their unpaid intern is exempt under both the state’s criteria, and the six part test used by the United States Department of Labor under federal law.
A 2008 Amendment to the Massachusetts Wage Act simplified the award of treble damages in wage act violation cases. The amendment takes discretion away from the court and makes treble damages a mandatory award. “An employee so aggrieved who prevails in such an action shall be awarded treble damages, as liquidated damages, for any lost wages and other benefits and
Unfortunately, employees seeking unpaid wages based on a misclassification as an independent contractor, occasionally have to deal with unruly employers who bring counterclaims against their employees. Fortunately there are legal protections employees can utilize to discourage this type of employer’s behavior.
$9.00. As of January 1st 2015, this will be the new minimum wage in the State of Massachusetts. The commonwealth has instituted an aggressive minimum wage initiative to raise the minimum wage $1.00 each year to ultimately reach $11.00 an hour as of January 1st 2017.
92 State Street Boston, MA 02109
Call Attorney Shafran Today!