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Wage Attorney
New York City


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It is only fair that you get paid for the duties you have performed – as an employee, you are entitled to an agreed upon wage, from your employer.

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Wage and Hour lawyer new york city

Wage and Hour Law

Passionate and Experienced Wage and Hour Attorneys.
Determined To Help You Today.

It is only fair that you get paid for the duties you have performed – as an employee, you are entitled to an agreed-upon wage from your employer. However, sometimes as an employee, you might be subjected to unfair treatment when an employer refuses to pay the compensation you rightfully deserve. These violations of the state and federal laws – knowing this is your first step to getting the justice you need.

Wage and Hour Laws manage the wage rates an employer can pay employees and the hours an employer must compensate the employees. The employment attorneys at Gehi & Associates are knowledgeable regarding New York City wage laws and make sure you get paid what you deserve!

While all Wage Laws are essential, the most well-known are the Minimum Wage Laws and the Overtime Wage Laws. Some crucial areas of the Wage Laws include overtime, minimum wage, child labor, meals,  break, and maximum hours.

Wage and Hour laws also cover circumstances such as medical emergencies, sick leave, holidays, and vacations.

Our New York Wage Violation Specialist, Are Here To Help You.

What to do if you are at the receiving end of a Wage Law violation?

You might find yourself in a conflicted situation if your employer violates the Wage and Hour Laws. On the one hand, you might have a fear of losing your job; on the other, it simply is not suitable to be subjected to unfair treatment. But it is wise to know that these laws were put in place to protect you. Under the law, you can recover your wages from your employer; whether you are in legal status or undocumented in the U.S., make sure you consult a wage and hour lawyer to take things forward the right way.

Working Overtime Without Pay?

The lawyers at Gehi & Associates strive to make sure that employees are rightfully paid for the services they have rendered. From documented to undocumented employees in the U.S., our firm has you covered – and there is no legal fee until we recover your wages for you.

Gehi & Associates, a New York-based law firm, has attorneys at three locations across New York City. Contact us Gehi & Associates overtime lawyers and wage and hour attorneys are ready to start your case today!

Wage and Hour Lawyers

Gehi & Associates Wage & Hour Attorney New York City

Our staff speaks the following languages: English, Spanish, French, Creole, African, Hindi, Bengali, Urdu, Gujarati, and Punjabi.

We Handle Wage & Hour Cases Throughout The U.S.
Contact Us for All Your Complex Law Matters.

Proudly Providing Legal Advice & Strategies for Minimum Wage, Employee Misclassification, Overtime Pay, Unlawful Wage Deductions, Unpaid Commissions, and more.

Don’t feel overwhelmed. Every dollar earned is a result of your toil – reach out to us, and tell us your story so that we can fight the battle for you!

Please speak to our team of determined wage lawyers in New York City for further information and free initial consultation.

Contact Us Now to Book Your Free Personal Consultation


Yes. However, the cost of buying or taking care of a uniform must not bring the employee below the minimum wage.

  • If Workers at the minimum wage rate must wear a uniform, their employers must clean and take care of the uniforms. OR “Pay the employees to do so.”

Ordinary clothing (such as black trousers and white shirts) is generally not a “uniform.”

The minimum wage requirements cover most people. For some, however, they do not. Those who are not covered include:

  • Executives and administrators earning more than 75 times the minimum wage rate
  • Professionals
  • Outside salespersons
  • Taxicab drivers
  • Government employees (However, certain non-teaching employees are covered)
  • Part-time babysitters
  • Ministers and members of religious orders
  • Volunteers, learners, apprentices, and students working in non-profit institutions
  • Students obtaining vocational experience

For more detailed information on some of the exclusions in the above list, please see our
Non-profit making Institutions, Public Agencies, and Children’s Camps FAQs.The Labor Law does not consider independent contractors – people in business for themselves – as “employees.” Meaning that minimum wage requirements do not cover independent contractors.
These are the significant exclusions. For a complete listing, see the NYS Labor Law, Article 19, Section 651.

The overtime requirement is on hours worked in a given week. In general, if you have worked more than 40 hours in a pay week and are not “exempt,” you must be paid an overtime rate for all hours over 40. If you are a farmworker, you must be paid an overtime rate for all hours worked over 60 in a calendar week and for any hours worked on your day of rest.

Federal law excludes some types of employees from the requirement to receive one and one-half times their regular pay rate. Many people call these “exempt” positions. The Fair Labor Standards Act (FLSA), listed by the U.S. Department of Labor, Wage and Hour Division, outlines occupations excluded by federal law.

New York State follows these exclusions. However, the State still requires that most workers receive at least one-half times the minimum rate for their overtime hours in businesses covered by the Miscellaneous Wage Order.

There are no limits on:

  • The number of work hours per day (except for children under 18)
  • How early in the morning and adult employee may work
  • How late in the day an adult employee may work

An employee must receive 24 hours of rest each calendar week in some industries and occupations. Such jobs include work:

  • Factories
  • Mercantile establishments
  • Hotels (except resort/seasonal hotels)
  • Restaurants (except small, rural restaurants)
  • Elevator operator
  • Watchman
  • Janitor
  • Superintendent
  • Farmworker

Employees who:

  • Work a shift of more than six hours starting before 11 AM


  • Continue until 2 PM


  • Have an uninterrupted lunch period of


  • Half an hour between 11 AM and 2 PM

View meal period requirements.
Meal periods do not count as work time; thus, employers need not pay. Employers do not have to provide other “breaks,” such as for “rest periods” or “coffee breaks.” But, if an employer permits a break (of up to 20 minutes), they should pay it as work time.

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Wage laws are complex and can be overwhelming. At the Law Office of Gehi & Associates, we can help make sense of it all and work aggressively to resolve your legal issues. Contact Us Today!