US Labor Department initiative on Long Island, NY, nets more than $2.3 million in back wages for 578 restaurant workers affected by labor law violations

Multiyear effort aims to protect workers, -abiding employers against industry noncompliance

WESTBURY, N.Y. — An ongoing enforcement initiative  conducted by the U.S. Department of Labor’s Wage and Hour Division has found  widespread noncompliance with the minimum wage, overtime and record-keeping  provisions of the Fair Labor Standards Act among full-service restaurants on Long Island. Under the initiative, the division has  completed 46 investigations of pizza and pasta establishments and recovered  $2,341,507 in back wages for 578 employees. In addition, the division has  assessed $202,315 in civil money penalties against employers for willful and  repeated FLSA violations.

“This initiative reflects the Labor Department’s commitment  to protecting our nation’s vulnerable workers by ensuring that employers meet  their responsibilities under federal law,” said Secretary of Labor Hilda L.  Solis. “The Wage and Hour Division will continue to monitor full-service  restaurants and other industries in which unlawful pay practices are widespread  in order to level the playing field for the many employers who abide by the law  and properly pay their employees.”

The Wage and Hour Division is concerned about the prevalence  of unlawful pay practices in the full-service restaurant industry, such as  employers paying cash wages “off the books,” rather than maintaining legally required  employment records; paying employees a fixed salary for all hours worked,  without regard for the FLSA’s minimum wage and overtime requirements; and  falsifying employees’ time and payroll records.

Investigators from the division’s Long Island District  Office are inspecting restaurants throughout the jurisdiction to identify  patterns of minimum wage, overtime and record-keeping violations, and to remind  workers of their rights under the FLSA. These inspections include thorough reviews  of payroll records as well as interviews with employees to assess employer  compliance with all applicable labor standards. Other strategies include  surveillance of employers who may be committing violations, using penalty  assessments to increase the cost of noncompliance, and coordination with local  agencies and criminal enforcement authorities to combat willful violations,  such as falsification of records and tax filings.

Additionally, the division is actively engaging major  industry representatives  —  such as accountants, attorneys and associations  —to  solicit their input on enforcement strategies and enlist their cooperation in  ensuring compliance among their clients. The division also is reaching out to  employers, workers, community organizations and other stakeholders to inform  them of the ongoing initiative and encourage participation in promoting  industrywide compliance.

When violations are found, the division is using all  enforcement tools available  —  including litigation, administrative subpoenas,  civil money penalty assessments and liquidated damages  —  to ensure  accountability and deter future violations. Based on the findings of its investigations,  the division has pursued litigation against 26 local establishments, recovering  more than $1,914,000 in back wages and liquidated damages for more than 300  local restaurant employees. These defendants also have been assessed more than  $127,000 civil money penalties for willful and/or repeat violations of the  FLSA. The FLSA provides that employers who violate the law are liable to  employees for the back wages as well as an equal amount in liquidated damages.

The FLSA requires that covered employees be paid at least  the federal minimum wage of $7.25 per hour, as well as one and one-half times  their regular rates for every hour they work beyond 40 per week. The law also  requires employers to maintain accurate records of employees’ wages, hours and  other conditions of employment, and prohibits employers from retaliating  against employees who exercise their rights under the law. Employers who  violate the FLSA can be liable to employees for the back wages as well as an  equal amount in liquidated damages.

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