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New Jersey Wage And Hour Violation Lawyers
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New Jersey Wage And Hour Violations
In today’s competitive job market, you may expect to work long hours to get the job done. But working more hours than you are compensated for is illegal. Crooked employers take advantage of employees’ desire to succeed in their jobs and prey on their fears of losing their positions by forcing them to work additional hours without additional pay. In many cases, those affected by wage and hour violations may be eligible for compensation.
The NJ labor law firm of Aiello, Harris, Abate Law Group PC represents good, hard-working people like you when you have been denied appropriate compensation at work. Our wage and hour violation lawyers use their knowledge of the law and tough negotiation skills to get you the money you deserve.
What is a wage or hour violation?
The New Jersey Department of Labor and Workforce Development and the federal Department of Labor’s Wage and Hour Division (WHD) enforce wage and hour standards in NJ. There are state and national mandates outlining laws requiring how much compensation workers should receive, and when they should receive additional compensation for working extra hours. These two departments also enforce standards concerning child labor.
The basics of minimum wage in New Jersey
(Updated on 04/18/2025)
As of 2025, the minimum wage in NJ is $15.49 per hour.
You must be paid at least $15.49 per hour unless:
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- You are a tipped employee
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- You are a car salesperson
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- Outside salespeople
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- Minors under 18, except for minors working in retail, food service, the first processing of farm products, beauty culture occupations, laundry, cleaning and dyeing occupations, light manufacturing and apparel occupations, and hotel and motel occupations. Tipped employees’ total hourly wage plus tips should equal at least $8.25 per hour. If you are a legal citizen with appropriate working papers and are not being paid minimum wage, speak with an employment attorney immediately.
The basics of overtime. Overtime is paid at the rate of time and a half after forty hours of actual work in a seven-day workweek, except for certain salaried employees who meet the definition of an executive, administrative, or professional. Independent contractors are not entitled to overtime pay. However, you must be paid extra for any hours over 40 in a given work week unless you are exempt from overtime.
Examples of wage and hour violations
Listed below are a few specific examples which may be considered wage and hour violations:
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- Your boss said you couldn’t leave until you finished a task, even though it meant working overtime without extra compensation
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- Your employer made you do work before you clocked in or after you clocked out
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- Your company was making unauthorized deductions from your paycheck
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- You have been incorrectly classified as “exempt.”
If you have experienced any of the situations above or a similar situation, an attorney can advise you on your rights.
Misclassification of employees
A significant problem in the American workplace is misclassifying employees as independent contractors. Being misclassified as an independent contractor means you cannot collect workers’ compensation, unemployment insurance, take protected leave, and more.
Regarding wage and hour violations, being misclassified as an independent contractor means you are not entitled to overtime pay. If you believe you are being mislabeled as an independent contractor, you should speak with a lawyer immediately.
Your first step should be to contact A New Jersey labor law firm
Your first step should be to contact the labor law firm of Aiello, Harris, Abate Law Group PC Our attorneys can advise whether you should file a lawsuit in court, bring a claim to the New Jersey Department of Labor and Workforce Development, or file a complaint with Department of Labor’s Wage and Hour Division.
Contact us today
Call us today at (908) 561-5577 or \. Your initial consultation will take place over the phone, and you can schedule an appointment at one of our office locations across New Jersey.
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