When America's businesses go into holiday mode, it often feels like lightly controlled chaos for seasonal workers who step in to help expand a business's capacity during the shopping rush. Often, seasonal employees receive their agreed upon pay and not much else in terms of employment benefits. However, it is important to note that working as a seasonal worker does not mean working without rights.
If your employer does not pay you your paycheck on schedule, your personal matters can swing out of control quickly. If you're like most people, you depend on your employer's timeliness to make sure that you can pay your bills and put food on the table. But what do you do if your employer doesn't pay you promptly?
When an employer does not treat employees fairly, it can seem unfair and hopeless all at the same time. This is particularly true when an employer refuses or fails to pay you fairly for your work. Fortunately, there are legal remedies when an employer does not compensate an employee. If you believe that your employer is not paying you fairly, you can take some simple steps to begin working towards a fair resolution.
You work hard, and you deserve the money you earned. This is a simple concept, yet some employers still take advantage of employees and break laws by not paying earned wages. If you believe that you are the victim of an employer keeping your earned wages from you, it is not a battle you have to fight alone.
Arizona's new higher minimum wage law continues to be a point of controversy, even among those who support raising the minimum wage. In Flagstaff, however, things are significantly more complicated, as the city recently voted to approve increasing the minimum wage on a more gradual schedule than the rest of the state. Furthermore, Flagstaff also chose to increase the minimum wage even more than the rest of the state, ultimately planning to reach $15.50 per hour in 2022.
Here in the United States, we often assume that overtime pay is a given for employees who choose to put in more than 40 hours per week. However, under the law, overtime pay is generally only guaranteed to lower wage earners, with exemptions that apply to many individuals who may work well over the standard 40 hours per work week.
Employers are always looking for ways to save on their bottom line, and in many industries, one of the common solutions is misclassifying employees to avoid certain employer responsibilities or circumvent wage laws. Countless lawsuits have focused on employee misclassification, and the issue has become so widespread that the Internal Revenue Service (IRS) has allocated resources to investigating companies it suspects of large-scale misclassification in recent years.
Most employees hope to make a good impression and work hard while performing their necessary job duties. Often, praise and compensation allow workers to feel a sense of accomplishment that makes it easier to return to work day after day. As a person who receives tips as part of your employment compensation, you may feel a particular sense of pride when a patron leaves a considerable tip for your services.
When you leave a job, either because you chose to leave willingly or because you were fired, it is often rather difficult to obtain you final paycheck. Unfortunately, many employers are not eager or motivated to pay you for your last portion of work, and often require some coercion. The good news is that the law is generally on the employee's side in these matters, even if it takes some legal muscle to exercise the law in your favor.
A recent challenge to Arizona's minimum wage law has been denied, in what workers' rights advocates are calling a win for workers across the state. The Arizona Supreme Court chose to reject the challenge, upholding the position that the new law is constitutional.