Banned_Princess
Senior Member
She was an employee, plain and simple. It's irrelevant that the employer chose to break the law and not treat her as such.
However.
As an employee, she must be paid no less frequently than semi-monthly and no more than seven days after the end of the pay period (no matter what pay frequency the employer uses).
So, in order for the NY DOL to get involved, she'd have to wait until whenever that was supposed to be, THEN file a wage claim.
http://www.labor.ny.gov/formsdocs/wp/LS223.PDF
There is also a dedicated task force in NY handling employee misclassification issues.
New York State Department of Labor - Misclassification of Workers
Why would you EVER think about contacting this company on her behalf? If she's old enough to tend bar, she's old enough to handle this herself.
thank you Ma'am. now this is the kind of answer i needed.
If the frequency the employer uses, is the day of the shift, then my sister can report it tomorow? or should she err on the side of caution and wait till next saturday?
I will just sit with her and coach her on standing up for herself, and write her cue cards. she will contact the owner, she will demand tro be paid the full amount of minimum wage for the 8 hours she worked. she will tell him, if he doesnt pay her by friday in full, she will contact the state sites you suggested. -she will get paid, then turn in the business to the labor board or whatever for employing people under the table, and then not paying them. (thats for making her walk home and not allowing her to use the phone to call for help.)
Thank you patty thank you.