New York Wage and Hour Investigations: What you need to know

Employers in New York State are required to keep the payroll records, including the hours worked, gross wages, deductions, and net wages, for each employee for at least 3 years (NY Lab. Law Sec. 195). The Wage Theft Prevention Act expands wage notice and recordkeeping requirements for employers, increases penalties for employers that fail to pay full wages due, and expands the state’s enforcement powers. The Act requires that employees be notified in writing at the time of hiring of their rate of pay and the established payday, whether pay is by the hour, shift, day, piece, salary, commission, or other basis; any allowances, such as tips, meals, or lodging, claimed as part of the minimum wage; and the employer’s address, phone number, and any “doing business as” names, among other information. The notice provided to nonexempt employees must also include their overtime rate. Employers must obtain signed, dated acknowledgments, provided in English and in the worker’s primary language, of receipt of the notices. Any changes to the terms must be conveyed to workers in writing at least 7 calendar days in advance or included on pay stubs. Employees must be notified in advance if paydays are changed. Employees must also be notified, in writing or by a posting in a public area, of the employer's policy on sick leave, vacation, personal leave, holidays, and hours. The commissioner of the state Department of Labor (or his or her officers and employees) has the authority to enter a place of employment to inspect those records (NY Lab. Law Sec. 25). Employers must:
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
• Admit the commissioner;
• Make wage-related records available for inspection and copying at all times;
• Present all information that the commissioner ...

>> Read more about Wage and Hour Investigations

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

New York Wage and Hour Investigations Resources

There are currently no resources for this topic/state.

Wage and Hour Investigations Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.