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Massachusetts overtime law (G.L.c. 151, §1A) requires employers to pay their employees a rate no less than one and one half their regular rate after working longer than forty hours in one week. There are several exceptions including workers employed in a hotel, motel, motor court or like establishment, and in a restaurant.
Under the Massachusetts Tips Act, employees are afforded the protection to receive the benefit of tips or gratuities paid to them by customers during the course of their employment. The statute also helps by ensuring customers that any tip or gratuity will be for the benefit of the employee to whom it is given.
Where a collective bargaining agreement requires wage claims to be arbitrated, the agreement to arbitrate is enforceable so long as relief can be provided within the collective bargaining agreement process.
A class action may be maintained if, among other things, the court finds that the questions of law or fact common to class members predominate over any questions affecting only individual members, and that a class action is superior to other available methods for fairly and efficiently adjudicating the controversy. As a preliminary matter, it is not completely implausible for
Under the McNamara O’Hara Service Contract Act, employee plaintiffs have no private right of action against defendant employers for alleged failure to pay prevailing wages.
In Massachusetts, all employees are protected against wrongful termination under what is commonly known as the public policy doctrine. As explained by the Supreme Judicial Court, the doctrine provides a remedy to an at-will employee who is “terminated contrary to a well-defined public policy.” The remedy “is available for employees who are terminated for asserting a legally guaranteed right (e.g.,
Under Massachusetts Law, employees who work more than six hours a day must be allowed at least thirty minutes unpaid time for a meal. A violation of the meal time provision is subject to fines between $300 and $600.
Under Massachusetts Law, in order for you to be properly classified as an independent contractor, the company that you perform services for must establish, among other things, that the service you provide is different from the service that the company provides. Companies such as FedEx hire couriers who provide delivery services and are paid for each completed delivery as opposed
Under the Massachusetts’ Wage Act, employees are protected against retaliation from their employers. Aggrieved employees may bring an action for injunctive relief, damages, lost wages and other benefits against their employers. Section 148A of the Wage Act provides: “No employee shall be penalized by an employer in any way as a result of any action on the part of an
The Massachusetts Wage Act prohibits employer’s from requesting or accepting from any wait staff employee, service employee, or service bartender any payment or deduction from a tip or service charge given to such wait staff employee, service employee, or service bartender by a patron. When an employer charges a patron or other person and imposes a service charge or tip,
Massachusetts overtime law (G.L.c. 151, §1A) requires employers to pay their employees a rate no less than one and one half their regular rate after working longer than forty hours in one week. There are several exceptions including workers employed in a hotel, motel, motor court or like establishment, and in a restaurant.
Under the Massachusetts Tips Act, employees are afforded the protection to receive the benefit of tips or gratuities paid to them by customers during the course of their employment. The statute also helps by ensuring customers that any tip or gratuity will be for the benefit of the employee to whom it is given.
Where a collective bargaining agreement requires wage claims to be arbitrated, the agreement to arbitrate is enforceable so long as relief can be provided within the collective bargaining agreement process.
A class action may be maintained if, among other things, the court finds that the questions of law or fact common to class members predominate over any questions affecting only individual members, and that a class action is superior to other available methods for fairly and efficiently adjudicating the controversy. As a preliminary matter, it is not completely implausible for
Under the McNamara O’Hara Service Contract Act, employee plaintiffs have no private right of action against defendant employers for alleged failure to pay prevailing wages.
In Massachusetts, all employees are protected against wrongful termination under what is commonly known as the public policy doctrine. As explained by the Supreme Judicial Court, the doctrine provides a remedy to an at-will employee who is “terminated contrary to a well-defined public policy.” The remedy “is available for employees who are terminated for asserting a legally guaranteed right (e.g.,
Under Massachusetts Law, employees who work more than six hours a day must be allowed at least thirty minutes unpaid time for a meal. A violation of the meal time provision is subject to fines between $300 and $600.
Under Massachusetts Law, in order for you to be properly classified as an independent contractor, the company that you perform services for must establish, among other things, that the service you provide is different from the service that the company provides. Companies such as FedEx hire couriers who provide delivery services and are paid for each completed delivery as opposed
Under the Massachusetts’ Wage Act, employees are protected against retaliation from their employers. Aggrieved employees may bring an action for injunctive relief, damages, lost wages and other benefits against their employers. Section 148A of the Wage Act provides: “No employee shall be penalized by an employer in any way as a result of any action on the part of an
The Massachusetts Wage Act prohibits employer’s from requesting or accepting from any wait staff employee, service employee, or service bartender any payment or deduction from a tip or service charge given to such wait staff employee, service employee, or service bartender by a patron. When an employer charges a patron or other person and imposes a service charge or tip,
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Call Attorney Shafran Today!