What types of financial penalties can employers face for violating wage and hour laws?

In Pennsylvania, employers who violate wage and hour laws face financial penalties that can be costly. Some of the most common penalties for violating wage and hour laws are back wages, civil money penalties, and liquidated damages. Back wages are paid by the employer to the employee for the wages they should have received if the employer had been in compliance with the law. The amount of back wages is determined by the number of hours worked that were not paid properly. Civil money penalties are monetary fines collected by the federal or state government from employers who violated wage and hour laws. The amount of the fine is based on the seriousness of the violations. Liquidated damages are additional damages that may be required to be paid to the employee, on top of their regular wages, if the employer did not pay the wages due to negligence or willful violation of the wage and hour laws. The purpose of these financial penalties is to make sure that employers abide by the law and are held accountable for their actions. Employers who violate wage and hour laws should be aware that these penalties exist in order to make sure that all employees are treated fairly and compensated properly.

Related FAQs

Are employers allowed to withhold wages from employees?
What is the overtime threshold for salaried employees?
What is the penalty for not paying employees the minimum wage?
Are employers required to provide a rest break and/or meal break?
Are there any exceptions to minimum wage laws?
What are the implications of not complying with wage and hour laws?
What are the rules for paying commissions to employees?
What is the overtime rate for hourly employees?
What is the difference between an employee and an independent contractor?
What are the requirements for providing paid time off?

What types of financial penalties can employers face for violating wage and hour laws?

Related FAQs

Related Blog Posts