Employers who willfully or repeatedly violate the minimum wage or overtime pay requirements are subject to a civil money penalty for each violation. Speak to our attorneys for details.

If you work more than 40 hours in a week, your employer must pay at least 1.5 times your regular rate of pay for hours worked over 40.

A sales commission is a sum of money paid to an employee upon completion of a task, usually selling a certain amount of goods or services. Unpaid commissions are unpaid wages, and you have a legal right to the commission you earned following a sale.

Employers are not allowed to make illegal deductions from workers’ wages. This includes deductions for breakages, cash shortages, fines, losses to the business, charges for check replacement, overcharges for paid family leave premiums and others.

If you feel that you have been wrongfully fired from a job or let go from an employment situation, speak to our attorneys to determine whether you have legal recourse to fight back.

Retaliation occurs when an employer fires an employee or takes any other type of adverse action which would dissuade a reasonable employee from raising a concern about a possible violation or engaging in other related protected activity.

Harassment can include unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

Religious discrimination involves treating an employee unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical or moral beliefs.

A hostile environment can result from unwelcome conduct that renders the workplace atmosphere intimidating, hostile, or offensive. The law can protect you.

It is illegal to discriminate against someone (applicant or employee) because of that person's race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law forbids discrimination in every aspect of employment.

When job applicants or employees request job modifications, disability laws require employers to provide reasonable accommodations (changes to the ways things are usually done) to employees and job applicants who have or had an impairment that substantially limits a major life activity, unless doing so would cause undue hardship for the employer. A reasonable accommodation can help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges of employment.

The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave. FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons.

An employer cannot refuse to hire a woman because of her pregnancy related condition as long as she is able to perform the major functions of her job. An employer cannot refuse to hire her because of its prejudices against pregnant workers or because of the prejudices of co-workers, clients, or customers. Discrimination is forbidden when it comes to any other aspect of employment, including pay, job assignments, promotions, layoffs, training, fringe benefits, firing, and any other term or condition of employment.

Employers cannot discriminate against individuals based on sexual orientation or gender identity. Discrimination includes severe or pervasive harassment. It is unlawful for an employer to create or tolerate such harassment based on sexual orientation or gender identity. Further, if an employee reports such harassment by a customer or client, the employer must take steps to stop the harassment and prevent it from happening again.

National origin discrimination includes the denial of equal employment opportunity because of an individual’s, or his or her ancestor’s, place of origin; or because an individual has the physical, cultural or linguistic characteristics of a national origin group. It considers (a) marriage to or association with persons of a national origin group; (b) membership in, or association with an organization identified with or seeking to promote the interests of national origin groups; (c) attendance or participation in schools, churches, temples or mosques, generally used by persons of a national origin group; and (d) an individual’s name or spouse’s name is associated with a national origin group.

Being let go from a job is stressful, but you might be able to negotiate the terms of your severance package to suit your needs while finding another employer. Speak to our attorneys to help you work out the best possible outcome.

Whistleblowers perform an important service for the public when they report evidence of wrongdoing. Employers may not discharge or otherwise retaliate against an employee because the employee has filed a complaint or exercised any other rights provided to employees.

If an employment agreement has been breached, speak to our attorneys to determine what the law can do to help you.