Five Years After Vega Much Remains Unsettled in Pay Frequency Litigation
The author states "Can New York employees – who were paid all wages due on a biweekly pay schedule – state a claim against their employer for violating the pay frequency provisions of §191 of the New York Labor Law? Well, it depends on who you ask – or, more accurately, where the plaintiff can file suit."
January 28, 2025 at 10:00 AM
7 minute read
Can New York employees—who were paid all wages due on a biweekly pay schedule—state a claim against their employer for violating the pay frequency provisions of §191 of the New York Labor Law? Well, it depends on who you ask—or, more accurately, where the plaintiff can file suit.
Five years ago, the Appellate Division, First Department shook the bedrock of New York employment law world with its ruling in Vega v. CM & Assocs. Constr. Mgt., LLC. The First Department held that an alleged “manual worker” who was paid all wages due, but on a biweekly (rather than weekly) basis, could assert a pay frequency claim.
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