Protecting the Rights
of Employees
of Employees
Wage and Hour Disputes
New Jersey Wage and Hour Lawyers
The attorneys at Rabner Baumgart Ben-Asher & Nirenberg, P.C. represent individuals in a wide range of wage and hour disputes. We pursue claims under state and federal laws including the Fair Labor Standards Act (“FLSA”), the New Jersey Wage & Hour Law (“NJWHL”) and the New Jersey Wage Payment Law (“NJWPL”). We handle both individual wage and hour claims, and class and collective actions.
For example, Rabner Baumgart Ben-Asher & Nirenberg represents employees with claims relating to the following issues:
Overtime Pay
Many employees are entitled to be pay time-and-a-half when they work more than 40 hours in a week. However, there are a lot of exceptions and exemptions from this overtime pay requirement. Our firm represents individuals who have not received the overtime pay to which they are legally entitled.
Minimum Wage
Most employees are entitled to be paid at least a minimum hourly rate for the work they perform. Our employment lawyers handle minimum wage claims on behalf of workers in New Jersey, including ones involving the special rules that apply to tipped employees.
Unpaid Wages
If your employer has not paid you all of the salary or hourly wages you earned, you may have a claim for breach of contract, or a claim under the New Jersey Wage Payment Law (“NJWPL”), to recover your unpaid wages.
Retaliation
The FLSA and New Jersey’s wage and hour laws provide employees protection against retaliation. For example, they protect employees who object about, or file claims asserting, minimum wage and overtime violations as well as individuals who testify or assist someone else to pursue such a claim. We handle claims of retaliation under state and federal wage and hour laws.
Family and Medical Leaves
The Family & Medical Leave Act (“FMLA”) and the New Jersey Family Leave Act (“NJFLA”) guarantee covered employees job protection when they take up to 12 weeks off from work for a family leave for a family member’s serious health condition, or a medical leave for their own serious health condition, childbirth or adoption (among other protected forms of leave). Our New Jersey wage and hour attorneys are experienced at handling cases under both the FMLA and the NJFLA.
Paid and Unpaid Time Off From Work
Depending on whether you live in New York or New Jersey, your right to take vacation, holidays and sick time may be very different. Our firm provides guidance and advice to employees who are having issues regarding time off. Information about your right to take time off from work is available on our Paid and Unpaid Time Off From Work page.
Meal and Rest Breaks
In New York State, many employees are entitled to time off during the work day for a lunch or other break. Please see our meal and rest breaks page for details.
Contact Us
If your employer has violated one of your employment law rights, or if you would like to speak to one of our lawyers about a New York or New Jersey wage and hour law dispute, please feel free to contact us online, or to call us at (201) 777-2250.
Articles About Wage and Hour Law
For more information about your rights, we welcome you to read one of the following articles written by our New Jersey wage and hour lawyers on our New Jersey Employment Lawyer Blog:
- New Jersey Enacts Powerful New Wage & Hour Law Protections
- Overtime Exemptions Only Apply to Salaried Employees
- Is it a Bonus or is it a Tip: When Must Payments from Third Parties be Counted When Calculating Overtime Pay?
- Employees Not Entitled to Be Paid for Time Waiting for Mandatory Security Screening
- FLSA Prohibits Retaliation Against Employee Who Complained About Violation of State Wage and Hour Law
- When is an Individual Personally Liable for a Company’s Overtime Violations?
- Reducing Employee Hours in Response to Overtime Lawsuit Can Be Retaliatory
- New York Employees Can Prove Overtime Claim Even if They Falsely Recorded Working No Overtime
- New York Requires Employers to Provide Written Notice of Overtime Rate
- Court Approval Needed to Dismiss Overtime Lawsuit
- Third Circuit Finds Individual Owners and Successor Company Can Be Liable for Overtime Violations