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 $7/hour
• The minimum wage in Maryland is $6.15/hour
• The minimum wage in Virginia is $5.15/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.
  
• Take 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 have to 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.