Category: Massachusetts Wage Claims

Case Report: Conclusion of Six Flags Unpaid Overtime Class Action

Conclusion of Six Flags Unpaid Overtime Class Action

Our firm is pleased to announce the conclusion of the class action case we brought against Six Flags New England on behalf of thousands of seasonal employees.  After extensive litigation, the Suffolk Superior Court recently approved a settlement which resulted…

My employer didn’t pay me, what can I do?

My employer didn’t pay me, what can I do? Employment Lawyers at Massachusetts Wage Law.

If your employer has not paid you your paycheck, Massachusetts law guarantees you certain rights. First, your employer must pay you within six days after your pay period ends (seven days if you work a seven-day workweek). If you are…

Massachusetts Wage Class Actions

Claims under the Massachusetts Wage Act can sometimes be brought as class actions. This usually makes sense when there is a common policy or practice of the employer that affects many employees in a similar way. There are many examples…

Massachusetts Laws Governing Final Pay

The basic rule regarding final pay in Massachusetts is this: 1) An employee who is terminated involuntarily must be paid in full on the day of discharge. 2) An employee who quits a job can be paid on the next…

Tip Law in Massachusetts

The sharing of employee tips has led to a fair amount of controversy in Massachusetts. The Massachusetts Tip Act, M.G.L. c. 149, s. 152A, sets forth employees’ rights to tips and service charges. Here are the basic details: Employees are…

Delaying or Deferring Wages is Illegal

The coronavirus (COVID-19) pandemic has upended life in the Commonwealth, causing serious health problems, mass layoffs, and fundamentally changing our day-to-day lives.  While many “non-essential” employers have shuttered in response to Governor Baker’s COVID-19 order, many employers remain open because…

Massachusetts Attorney General Wage Act Advisories

The Massachusetts Attorney General’s new website doesn’t seem to link to the office’s past Wage Act advisories. These advisories have been cited multiple times by the SJC and are entitled to “substantial deference, at least where it is not inconsistent…