What It Means to Be a Wage Thief In addition to the increased penalties, including criminal sanctions in some cases, being portrayed as a “wage thief” carries a much heavier stigma for the employer. No employer wants to be known for stealing wages from their hard-working employees who are merely trying to feed their families. Such an accusation can cause lasting damage to the employer’s reputation and brand. People may not want to do business with or work for a “wage thief”. With today’s 24/7 news cycle it is apparent how this could occur. Thus far, only Colorado, the District Columbia,
of Minnesota and New
Jersey have adopted wage theft laws. Colorado’s law becomes effective on January 1, 2020. However, it is only a matter of time before more states move in this direction.
Conclusion All employers should pay close attention to the developing “wage theft” approach to wage and hour violations at the state level. Overtime liability and failure to pay for all hours worked are almost always generated without the employer
even being aware of it until a claim or lawsuit is filed. No employer wants criminal penalties and being branded a “wage thief” on top of the double damages and attorney’s fees that they already are likely to be paying.
About the Author Richard D. Alaniz is a partner at Alaniz Law & Associates, PLLC, a labor and employment firm based in Houston. He has been at the forefront of labor and employment law for over forty years, including stints with the U.S. Department of Labor and the National Labor Relations Board. Rick is a prolific writer on labor and employment law and conducts frequent seminars to client companies and trade associations across the country. Questions about this article, or requests to subscribe to receive Rick’s monthly articles, can be addressed to Rick at (281) 833-2200 or
ralaniz@alaniz-law.com.
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