How do Massachusetts employees know if they are entitled to overtime pay and what can they do if they don’t receive it? Many employees who are entitled to receive overtime pay do not receive it because their employer is under the misconception that the company doesn’t have to pay overtime if the employee is paid . . . → Read More: Massachusetts Overtime Pay Claims
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 Maura A. Greene Law Office of Maura Greene, LLC
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8th Floor
Boston, MA 02110
(617) 936-1580 |
Tracking wages owed and hours worked is now easier for employees with the U.S. Department of Labor’s app for smartphones. With this application, employees can track their regular work hours, overtime hours and meal breaks for one or more employers. Employees will have a simpler time comparing their own time records with those of their . . . → Read More: U.S. Department of Labor Announces Wage App for Smartphones On April 14, 2008, an amendment to the Massachusetts wage act provided for the award of mandatory triple damages (known as “treble damages” in legal speak) where employers violated the wage and hour laws. In other words, where an employer violates the law, for example by failing to pay an employee his or her wages . . . → Read More: Massachusetts Proposal Would Reverse Mandatory Triple Damages for Wage Law Violations Employees’ complaints of various wage and hour violations, including nonpayment of wages, misclassification of employees, record-keeping violations and failure to pay the prevailing wage have resulted in numerous recent investigations and citations by the Massachusetts Attorney General’s office (“AG”). A Rhode Island Construction Company has agreed to pay over $66,000 in restitution and . . . → Read More: Employee Wage and Hour Complaints Spark Investigations and Citations Welcome and thank you for visiting our employment blog. Check back often for updates on employment cases of interest, changes in statutes and regulations, and reports on best practices in employment in Massachusetts. We don’t give legal advice here, because employment matters are fact specific and each case is different. We do hope you find . . . → Read More: Welcome to the Boston, Massachusetts Employment Law Blog  Leave a comment  age, disability, discrimination, exempt/non-exempt, gender, independent contractor law, non-competition, overtime, pregnancy, race, religious, risk management, same sex/sexual orientation, severance agreements, sexual harassment, vacation pay, wage and hour, wrongful termination  independent contractor, severance pay, terminations, unpaid wages |
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