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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
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
A U.S. District Court judge for the District of Massachusetts has denied an employer’s motion to dismiss, finding that bonuses which are non-discretionary, as well as unreimbursed employee expenses, including travel expenses can be protected by the Massachusetts Wage Act. United States District Court of Massachusetts SUMMARY: (court decision – opens in PDF) “Plaintiff George Serebrennikov’s Amended Complaint [Doc. No.
As an employee who receives commissions, it is important to understand your rights and protections under the Massachusetts Wage Act. The Wage Act provides various protections to employees in Massachusetts, including provisions related to the payment of commissions. What is the Massachusetts Wage Act? The Massachusetts Wage Act is a state law that governs the payment of wages and other
On September 12, 2023, Attorney Shafran filed a class action suit (Unpaid Vacation Time) on behalf of former corporate employees of Dunkin’ brands alleging that Dunkin’ violated the Massachusetts Wage Act, G.L. c. 149, § 148, as a result of a company-wide policy pursuant to which it failed to pay all accrued and unused paid time off to employees based
The Massachusetts Supreme Judicial Court has ruled that the state prevailing wage statutes are not preempted by federal railway law and lowers the pleadings threshold for employees pursuing unpaid prevailing wage claims. Massachusetts Supreme Judicial Court SUMMARY: (court decision – opens in PDF) “Because the defendants’ argument is unsupported by the plain language of the ICCTA, and because the argument
A U.S. District Court judge has denied a motion to dismiss a Virginia-based employee’s Massachusetts Wage Act and 151 discrimination claims, finding that the employer’s Massachusetts headquarters, the employee’s regular communication with Massachusetts-based employees, and the employee’s business travel to Massachusetts was sufficient to state a claim for violation of Massachusetts law. United States District Court SUMMARY: (court decision – opens
On December 7, 2022, the Massachusetts Department of Labor Standards issued an update to its Topical Outline of Massachusetts Prevailing Wage Law. This outline provides guidance on all issues related to compliance with the Massachusetts prevailing wage law, including detailed opinion letters on the type of work covered by various occupational classifications. These occupational classifications include, but are not limited
The Massachusetts Appeals Court has held that where a trash collection company entered into a five-year contract with a Massachusetts municipality, the company was obligated to pay the employees the higher prevailing wage for the final three years of the contract even though the original prevailing wage schedule did not contain rates for those years. United States District Court District
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
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
A U.S. District Court judge for the District of Massachusetts has denied an employer’s motion to dismiss, finding that bonuses which are non-discretionary, as well as unreimbursed employee expenses, including travel expenses can be protected by the Massachusetts Wage Act. United States District Court of Massachusetts SUMMARY: (court decision – opens in PDF) “Plaintiff George Serebrennikov’s Amended Complaint [Doc. No.
As an employee who receives commissions, it is important to understand your rights and protections under the Massachusetts Wage Act. The Wage Act provides various protections to employees in Massachusetts, including provisions related to the payment of commissions. What is the Massachusetts Wage Act? The Massachusetts Wage Act is a state law that governs the payment of wages and other
On September 12, 2023, Attorney Shafran filed a class action suit (Unpaid Vacation Time) on behalf of former corporate employees of Dunkin’ brands alleging that Dunkin’ violated the Massachusetts Wage Act, G.L. c. 149, § 148, as a result of a company-wide policy pursuant to which it failed to pay all accrued and unused paid time off to employees based
The Massachusetts Supreme Judicial Court has ruled that the state prevailing wage statutes are not preempted by federal railway law and lowers the pleadings threshold for employees pursuing unpaid prevailing wage claims. Massachusetts Supreme Judicial Court SUMMARY: (court decision – opens in PDF) “Because the defendants’ argument is unsupported by the plain language of the ICCTA, and because the argument
A U.S. District Court judge has denied a motion to dismiss a Virginia-based employee’s Massachusetts Wage Act and 151 discrimination claims, finding that the employer’s Massachusetts headquarters, the employee’s regular communication with Massachusetts-based employees, and the employee’s business travel to Massachusetts was sufficient to state a claim for violation of Massachusetts law. United States District Court SUMMARY: (court decision – opens
On December 7, 2022, the Massachusetts Department of Labor Standards issued an update to its Topical Outline of Massachusetts Prevailing Wage Law. This outline provides guidance on all issues related to compliance with the Massachusetts prevailing wage law, including detailed opinion letters on the type of work covered by various occupational classifications. These occupational classifications include, but are not limited
The Massachusetts Appeals Court has held that where a trash collection company entered into a five-year contract with a Massachusetts municipality, the company was obligated to pay the employees the higher prevailing wage for the final three years of the contract even though the original prevailing wage schedule did not contain rates for those years. United States District Court District
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