Every circumstance is different, so more specifics into what you consider harassment and retaliation is key. Further, the duration of your...

If you are an at-will employee, then the employer can prospectively change your terms and conditions of employment (i.e., whether you have to be...

Answer: Absolutely Not; an employer cannot deduct 3% from your tips in the manner you suggested above. The fact is that any surcharges they add,...

There's several issues here. First, you're technically not an exempt from overtime bar manager, as you are not paid on a salary basis. Thus,...

An employee is entitled to no less than the minimum wage for all hours worked, irrespective of his/her documented status. As a result, the employee...

That is 100% unlawful. If you are told to arrive at a start time and you arrive at that time and are ready, willing, able to work, you must be...

Depends. There is no private right of action (i.e., ability to file a lawsuit) if you work through lunch breaks, but are paid for all time from...

Your suspicion re: the amount of tips is well founded. By law, management/owners should not be involved in the tip pool process. Instead, one or...

New York Labor Law ("NYLL") has various regulations on lunch breaks, which vary on the time of day and the industry type. As a general rule under...

With 200 hours of unpaid overtime, you should speak to an attorney. There's a possiblity of an out-of-court resolution through an attorney demand...