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Minimum wage violations aren't always clear cut

A previous post on this blog discussed how California workers at a major retail clothing store will be receiving reimbursement after a settlement with the chain.

While the chain maintained that it had done nothing wrong, the accusation was that it required workers to buy clothing from the store as part of the chain's dress code, effectively driving the workers' wages below minimum.

As is the case with many other types of employment law issues, this was not a situation in which the employer outright refused to pay minimum wage. Instead, they were relying on legalities and schemes in order to, so they maintain, stay within the letter of the law.

On paper, the employees were getting paid what California law required; in reality, the employees said that the situation was different because they had to buy uniforms.

Our law office has 45 years of professional experience dealing with wage disputes. On behalf of employees, we've learned, and know how to pierce through, those methods employers use to avoid following wage laws in an effort to keep their costs low. We work hard not to allow them to save money at the expense of their employees' right to have the minimum wage required under the law.

Moreover, our office is well aware that, in many cases, it may not be worth it for one employee to pursue his or her wages, even if it is pretty obvious the employer violated the law. We are also able to help employees who have been mistreated by the same employer coordinate and file class action litigation which, hopefully, will force the employer to take the issue more seriously and correct their practices.

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Law Offices of Allan A. Sigel, P.C.

Law Offices of Allan A. Sigel, P.C.
1125 Gayley Avenue
Los Angeles, CA 90024

Toll Free: 800-651-0702
Phone: 310-597-4786
Fax: 310-208-7271
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