Immigrant & Refugee Rights

Know Your Rights - Spanish

[ English ]

¡Tiene Derechos  De Pago En El Trabajo!

Si hizo el trabajo, el empleador debe pagarle sin tener en cuenta su estatus migratorio.

Usted Tiene El Derecho De Recibir El Salario Mínimo

  • El salario mínimo de Washington, D.C. es $12.50 por hora.
  • El salario mínimo de Maryland es $8.75 por hora.
  • El salario mínimo de Virginia es $7.25 por hora.
  • Excepciones: Los empleadores no tienen que pagar el salario mínimo si el empleado recibe propinas o si es campesino.

Usted Tiene El Derecho De Recibir Pago Por Tiempo Extra

  • En general, la ley federal y las leyes locales exigen que un empleador le pague tiempo extra si trabaja más de 40 horas en una semana.
  • ¡Ojo! Algunos empleadores asumen que si pagan un salario o si pagan por proyecto, pueden evitar pagar tiempo extra.  Llámenos si está trabajando más de 40 horas por semana.
  • El tiempo extra debe pagarse a 1.5 veces su tarifa normal por hora. Por ejemplo, si normalmente el empleador le paga $10 por hora, su tarifa de tiempo extra es $15 por hora. Entonces, si usted trabaja 50 horas en una semana, debería ganar: ($10 x 40 horas) + ($15 x 10 horas) = $550 por una semana de 50 horas.

¿Se Le Tiene Que Pagar Por El Tiempo Que Pasa Esperando?

  • Si a un empleado se le obliga a presentarse a una hora específica al sitio de trabajo, aunque tenga que esperar hasta que el trabajo real comience, debe ser pagado por ese tiempo de espera.
  • Excepción: Si el empleado tiene la opción de permanecer en el sitio de trabajo o de irse antes de conseguir una asignación, el empleador generalmente no le tiene que pagar por el tiempo de espera.

Tiene Derecho A Ser Pagado

  • Generalmente, los empleados tienen que ser pagados cada dos semanas.
  • Si un empleado es despedido de su trabajo, debe recibir su pago poco después, pero depende de la jurisdicción si tiene que ser pagado el mismo día que es despedido, el próximo día, o el próximo día de pago.  Comuníquese con nosotros si tiene alguna duda.
  • Si un empleado renuncia, tiene que ser pagado el próximo día de pago regular o antes de siete días, dependiendo de la jurisdicción.

Descuentos De Su Pago

  • En general, los empleadores no pueden hacer deducciones que hacen disminuir el pago por debajo del sueldo mínimo.
  • Deducciones, si son permitidas y autorizadas por el empleado, podrían ser legales.
  • Transporte: Generalmente, si un empleador transporta a un empleado para el beneficio de empleador, el empleador no puede descontarle el costo de transporte.
  • Herramientas: Un empleador no puede descontar el costo de las herramientas del pago del empleado.  Un empleador no puede deducir el costo de los equipos de seguridad si los equipos son necesarios para cumplir con la OSHA.
  • Uniformes: Un empleador no puede cobrar por uniformes si son requeridos por la ley o por el empleador.

 

Know Your Rights

[ Español ]

You Have The Right To Be Paid For Your Work

If you did the work, your employer must pay you regardless of your immigration status.

You Have The Right To Be Paid The Minimum Wage

  • The minimum wage in Washington, D.C. is $12.50/hour
  • The minimum wage in Maryland is $8.75/hour
  • The minimum wage in Virginia is $7.25/hour
  • Exceptions: Employers don’t have to pay the minimum wage if the employee receives tips or if he/she is a farm worker.

You Have The Right To Receive Overtime

  • Generally, the federal and local laws mandate that an employer pay an employee overtime if the employee works more than 40 hours in one week.
  • Note: Some employers assume that if they pay a salary or by project, they can avoid paying overtime. Call us if you’re working more than 40 hours in one week.
  • Overtime should be paid at the rate of 1.5 times your regular hourly rate. For example, if your employer normally pays you $10/hour, your overtime rate would be $15/hour. If you work 50 hours per week, you would earn ($10 x 40 hours) + ($15 x 10 hours) = $550 per week for 50 hours.

Time That You Spend Waiting For Your Employer – Do You Have To Be Paid For That?

  • If an employee is required to arrive at a worksite at a specific time but he/she has to wait until he/she can begin working, he/she should be paid for this waiting time.
  • Exception: If an employee has the option to stay and wait or to leave before receiving an assignment, the employer generally does not have to pay for that waiting time.

You Have The Right To Be Paid

  • Generally, employees must be paid every two weeks.
  • If an employee is fired from work, he/she must be paid shortly thereafter, but it depends on the jurisdiction to determine whether he/she must be paid on the same day that he is fired, the next day, or the next pay day. Please contact us with inquiries.
  • If an employee quits, he/she generally must be paid the next regular pay day or before seven days depending on the jurisdiction.

Unlawful Deductions

  • Generally, employers may not make deductions that decrease an employee’s wages below the minimum wage.
  • Deductions, if permitted and authorized, by the employee might be lawful.
  • Transportation: Generally, if an employer transports an employee for the benefit of the employer, the employer may not deduct the transportation costs.
  • Tools: An employer may not deduct the cost of tools from an employee’s wages. An employer may not deduct the cost of safety equipment if the equipment is necessary in order to abide with OSHA.
  • Uniforms: An employer may not collect the cost for uniforms if wearing the uniform is required by law or required by the employer.

Overview

Matthew K. Handley Acting Project Director  
Evelyn Nunez

Paralegal  


Established in 1978, the Immigrant and Refugee Rights Project (IRR Project) has served as a critical resource for some of the most vulnerable populations in the Washington, D.C. area: newcomers and non-English speakers who are often unaware of their rights and protections under U.S. law.

Many immigrants fear the repercussions of reporting civil rights violations, and suffer employment discrimination, wage theft, and sexual harassment in the workplace under the threat of being fired or reported to immigration authorities. To help mitigate their exploitation and marginalization, the IRR Project represents hundreds of immigrant workers who face discrimination on the basis of national origin, language fluency, legal status, race, and other grounds.

IRR ClientThe IRR Project often works with its clients to file charges of discrimination with the EEOC or local agencies, such as the District of Columbia Office of Human Rights. The Project staff pursues litigation in both the EEOC and federal courts on behalf of immigrants, and provides representation in a range of issues, including: discrimination in housing, employment, public accommodations, medical care and government services; sexual assault and/or abuse by employers; and loan mortgage modification scams. In cases where clients have been victims of crimes, the IRR Project staff continues to work with the EEOC and other agencies to help procure U-Visas so that the clients can prosecute the criminal bad actors who abused them.

The IRR Project aims to make its clients whole for the wages that they were owed, or
the abuse that they suffered. In addition, its litigation helps to educate employers about their need to comply with local and federal laws regardless of the immigration status of the employee, and creates injunctive relief to prevent future bad practices.

Project Activities

  • Legal representation – As a direct response to civil rights violations, the IRR Project collaborates with various local law firms to provide pro bono legal representation to immigrants suffering discrimination in employment, housing and other aspects of their daily lives.
  • Community Outreach – To prevent further exploitation and abuse of immigrants and refugees, the IRR Project partners with community-based organizations to raise greater awareness of housing and employment rights among immigrant groups. The Project staff provides “Know Your Rights” presentations at various community centers in the D.C. area, and encourages victims of discrimination and harassment to report any of these violations to the authorities.
  • Investigative Reports – In addition to its advocacy and outreach efforts among immigrant communities, the IRR Project works to educate the greater non-immigrant population about the discriminatory treatment of immigrants and refugees in the D.C. area. To this end, the IRR Project has published a series of reports investigating the problems of discrimination and marginalization faced by immigrant communities in the D.C. area.

 

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