Employment practices could vary depending on the company’s industry, size and the nature of their business. However, federal and state law provides specific provisions to protect employees. In New York, the Wage Theft Prevention Act (WTPA) stipulates requirements for employers regarding pay stubs.
It indicates that employers must give employees the following:
- Pay stub or wage statement, every salary payout containing essential payroll information, including the worker’s name, contact details and covered pay period
- The right to a written document containing explanations about wage computation if requested by the employee
If employers refuse to comply with these requirements, they could face costs for damages accumulating at $250 daily for each employee. The rate maxes out at around $5,000 per employee for civil lawsuits. However, these fees only apply if the employer fails to pay the employee proper wages.
What other documents should I receive from my employer?
Aside from pay stubs, an employer must provide written notices with wage information to new employees. This document must contain the following information:
- Rate of pay, including overtime
- Basis of wages
- Pay schedule
- Employer names used for business
- Employer’s primary contact details
- Additional compensation added on top of salary, such as allowances and tips
Employers need to discuss these details with the employee, have them sign the document and give them a receiving copy. If the employer makes any changes, they must document amendments in a written format and notify employees at least a week before implementation.
Employees could file complaints and receive compensation if the employer committed violations by failing to pay or notify them properly.