Numerous statutes regulate the wage rights of employees. Federal and state laws impose minimum wage requirements and overtime rules on businesses. There are laws that govern how employers calculate the wages due to workers and even state statutes regarding the frequency with which workers receive their pay.
Many organizations offer bi-weekly paychecks and strive to comply with all wage regulations. However, in some cases, providing pay every other week could be a violation of state law.
Some workers deserve weekly pay
New York state statutes aim to protect employees from wage theft. Hourly workers, including manual laborers, are among those most at risk of wage theft. As such, the state has adopted special statutes to protect certain employees.
Companies that hire manual workers, meaning that they perform physical labor for the company, generally need to pay them at least once a week. However, not all businesses follow this rule, as they may not even understand that it applies to them.
Fast food franchise owners, for example, may not understand that the job functions their workers perform may qualify as manual labor. If a worker spends 25% of their time performing physical job tasks, then this law may apply to them.
Violations of pay frequency laws may entitle workers to double the amount of wages due in some cases. Especially if compounded by other wage violations, workers may have grounds to take legal action against employers violating state laws.
Professionals who believe they have experienced an actionable wage and hour violation may benefit from reviewing their situation with a professional. Legal insight could help workers change company practices and acquire the pay that they have already earned.