When you sign an employment contract, you expect your employer to live up to the terms and conditions for the duration of your employment.
Even if you have a set work schedule, there may come a point when your employer asks you to jump in and help with overflow work. For example, they could ask that you stick around after hours to catch up on work before the holidays arrive.
There are two primary types of workers here in New Jersey and elsewhere in the country: contractors and employees. Both hourly and contract workers have different options available that they can pursue if they don't get paid.
Many workers in Burlington and elsewhere throughout the state of New Jersey may assume that their employer is required to provide them with a lunch or dinner break or simply a period of rest after working a set amount of hours. New Jersey law doesn't require business owners to offer such breaks to most of their employees though. They're only required to offer these types of accommodations to minors.
Working off the clock typically occurs when your employer requests that you complete work-related activity without compensation. As tempted as you may be to comply, as you want to show that you're a good team player, it can quickly turn into something you didn't sign up for.
You take a new job as a server or a bartender. You know that much of your earnings will come through tips. You consider it one of the perks of the job, as you're very good with people and you assume you'll make a fair amount.
The New Jersey Office of the State Comptroller published a report in January. It shed light on how some of the biggest wage and hours laws violators in the state receive tax incentives to operate here. The agency argued that the New Jersey Economic Development Authority (NJEDA)'s cronyism, dysfunction and poor oversight have created the perfect environment for such labor disputes to arise. NJEDA manages the tax incentives system.
With the gig economy growing by leaps and bounds, more people than ever are working as independent contractors.
It is not uncommon for a company or employer to misclassify the people who work for them. This is most often done so by mistake, but there are times when a company might misclassify an employee on purpose. When an employee is misclassified, he or she misses out on benefits and the opportunity for overtime pay. Other benefits misclassified employees might miss include minimum wage pay, unemployment benefits, medical and family leave and more.
Your boss is in charge, naturally, but that does not mean they have to treat you with disdain or push you around in the workplace. A boss who does this may be a bully, and it can create a toxic workplace.