Unpaid Wages | Help through Strategic Legal Representation

The former employees claimed that they had not been paid required severance and overtime wages. 

However, the employer had records showing that wages were paid through bank transfers and envelopes, but had not retrieved these records in time for the first inquiry. 

The unpaid wages allegation was therefore primarily based on missing documentation rather than real non-payment.

In New York, employees can file complaints for unpaid wages if they believe employers failed to pay minimum wage, overtime, or contractually promised compensation. 

Even misunderstandings or incomplete records can trigger these claims, making legal representation crucial for employers.

The SJKP attorney clarified that unpaid wages include late wages, missing overtime, and failure to provide earned benefits. 

Even a one day delay in wage payment may technically constitute a violation. 

Therefore, employers must maintain strict payroll documentation.

Yes. Under New York Labor Law § 191 and § 663, unpaid overtime is treated as unpaid wages. 

Employers who fail to pay overtime may face penalties, liquidated damages, and civil fines. 

This made it essential for the employer to show that overtime was not authorized, required, or performed and that no unpaid wages existed.

The employees alleged unpaid severance during the unpaid wages complaint process. 

After reconstructing bank records, the attorney confirmed the severance had been paid in full. 

The evidence simply had not been submitted during the first inquiry. 

The attorney also demonstrated that the employer made additional payments beyond what was required, showing good faith and compliance.

Employees also alleged unpaid overtime. However:

• No records supported the claim.
• Employees claimed handwritten timecards were lost.
• No digital entrance logs, delivery logs, or other work records supported extended hours.

The unpaid wages defense attorney highlighted inconsistencies and emphasized the lack of objective proof. 

The employer had consistent wage statements documenting normal working hours.

Authorities determined:

• The employer had already paid all severance.
• Employees failed to prove any overtime work occurred.
• No objective payroll or attendance records supported the unpaid wages allegations.

This outcome highlighted the importance of proactive documentation and a knowledgeable attorney in unpaid wages disputes.

Employers facing unpaid wages claims should seek legal counsel immediately. 

Labor disputes often turn on documentation, timelines, and statutory definitions, and without guidance, employers may face avoidable penalties.