Unfair wage practices occur when employers fail to compensate employees properly for the work they perform. These violations can include failure to pay minimum wage, withholding overtime pay, misclassifying employees to avoid paying benefits, or engaging in wage theft, such as not paying for all hours worked. These practices not only violate labor laws but also have a profound impact on employees’ livelihoods.

The financial consequences of unfair wage practices can be severe, leading to lost income and financial insecurity. In addition to financial harm, such practices negatively affect job satisfaction and workplace morale. Employees who are not compensated fairly may feel undervalued, resulting in stress, lower productivity, and a higher turnover rate.

Understanding Unfair Wage Practices

Unfair wage practices refer to any illegal actions by employers that prevent employees from receiving the full compensation they are entitled to under federal or state law. These practices may involve failure to pay minimum wage, denial of overtime pay, misclassification of workers, or wage theft. When employers engage in these violations, they not only break the law but also undermine the financial stability and rights of their workers.

Types of Wage Violations

• Minimum Wage Violations: Employers are required to pay workers at least the federal or state-mandated minimum wage. In Michigan, the minimum wage may differ from the federal standard, and employers must comply with the higher of the two. Some employers may try to underpay workers by paying below this threshold, paying "off the books," or failing to account for annual wage increases.
• Unpaid Overtime: Under the Fair Labor Standards Act (FLSA) and Michigan overtime laws, employees are entitled to overtime pay, typically at 1.5 times their regular hourly wage for all hours worked over 40 in a workweek. However, some employers illegally avoid paying overtime by misclassifying hours or inaccurately recording work schedules. This practice robs employees of the compensation they’ve rightfully earned for extra hours worked.
• Misclassification of Employees: Misclassifying employees as independent contractors or incorrectly labeling them as exempt from overtime is another common violation. By misclassifying workers, employers can avoid paying overtime wages or offering benefits such as health insurance and paid leave. Employees who are wrongly classified may lose out on significant earnings and legal protections.
• Wage Theft: Wage theft occurs when an employer unlawfully withholds part or all of an employee’s wages. This can include failure to pay for all hours worked, denying legally required breaks, withholding earned tips, or deducting wages without legal justification. Wage theft deprives employees of their hard-earned money and is one of the most egregious forms of unfair wage practices.

Legal Protections for Employees

Federal Wage Laws

• Fair Labor Standards Act (FLSA): The Fair Labor Standards Act (FLSA) is a federal law that sets the foundation for wage and hour protections across the United States. The FLSA establishes:
  • Minimum wage: The federal minimum wage serves as a baseline for hourly pay. States like Michigan may have their own, higher minimum wage requirements.
  • Overtime pay: The FLSA mandates that non-exempt employees be paid 1.5 times their regular rate for all hours worked over 40 in a workweek.
  • Employee classification: The FLSA outlines which workers are considered exempt or non-exempt from overtime pay, helping to prevent employers from misclassifying employees to avoid paying overtime.
• Equal Pay Act: The Equal Pay Act ensures that employees are paid equally for equal work, regardless of gender. This act prohibits wage discrimination based on gender, requiring that men and women receive equal pay for jobs that require similar skills, effort, and responsibility. Employers cannot use an employee’s gender, race, or other protected characteristics as a basis for paying unequal wages for the same work.

Michigan Wage Laws

• Michigan’s Minimum Wage Law: Michigan has its own state-specific minimum wage law, which often exceeds the federal minimum wage. As of 2024, Michigan’s minimum wage is set at $10.10 per hour for non-tipped workers, with plans for gradual increases in subsequent years. Tipped employees must also be paid a base wage, with tips making up the difference to ensure they meet the full minimum wage. Employers in Michigan must comply with the higher state wage requirements if they exceed the federal minimum.
• Michigan Payment of Wages and Fringe Benefits Act: The Payment of Wages and Fringe Benefits Act ensures that Michigan employees are paid promptly and in full for the work they perform. This law mandates that employers:
  • Pay employees all wages earned within a reasonable period.
  • Provide compensation for unused fringe benefits like vacation time if the employment contract allows.
  • Prevent employers from making unauthorized wage deductions or delaying pay without legal cause.
• Employees are entitled to a clear accounting of their wages, including fringe benefits, and can pursue legal action if employers violate these requirements.
• Overtime Protections: Michigan’s overtime laws align with the federal FLSA in mandating that non-exempt employees be paid 1.5 times their regular wage for hours worked over 40 in a workweek. However, Michigan labor laws may offer additional protections or enforcement mechanisms for workers to recover unpaid overtime. Employers must comply with both federal and state laws to ensure that employees are properly compensated for overtime work.

Common Wage Practice Violations

Failure to Pay Minimum Wage

Employers are legally required to pay employees at least the federal or state minimum wage, whichever is higher. However, some employers attempt to underpay workers through illegal practices.

• Paying below minimum wage: Some employers may try to skirt the law by paying workers below the required minimum wage, often through "off-the-books" arrangements where pay is not properly recorded or reported.
• Failing to adjust for state increases: In states like Michigan, where the minimum wage increases periodically, some employers may fail to adjust employees' wages in accordance with the new rates, continuing to pay outdated or lower amounts.

Unpaid Overtime

One of the most frequent wage violations involves unpaid overtime, where employees work more than 40 hours in a week but do not receive the legally required overtime pay of 1.5 times their regular hourly wage.

• Misclassifying employees: Some employers may classify workers as exempt from overtime or as salaried employees, even if they do not meet the legal requirements for those classifications under the Fair Labor Standards Act (FLSA). This allows employers to avoid paying overtime, even when the worker is eligible.
• Misreporting hours: Employers may also avoid paying overtime by misreporting hours worked, either by altering timesheets or instructing employees not to record extra hours. This illegal practice results in employees working more than 40 hours but being paid for fewer, denying them the additional compensation they deserve.

Off-the-Clock Work

Another common violation occurs when employees are expected to perform work-related tasks before or after their scheduled shifts without being compensated.

• Unpaid duties: Employers may ask workers to complete tasks like preparing for their shift, cleaning up after hours, or attending meetings outside of their paid work schedule. This practice violates wage laws that require all work-related duties to be compensated.
• Pressure to work off-the-clock: Some employers may implicitly or explicitly pressure employees to work off the clock by suggesting that these duties are part of the job, even though they do not count toward the employee’s paid hours.

Misclassification

Employers may misclassify workers as independent contractors or exempt employees to avoid paying benefits, minimum wage, or overtime. This is one of the most significant and deliberate forms of wage violation.

• Independent contractors: Workers who are classified as independent contractors are not entitled to overtime, benefits, or certain legal protections. Some employers misclassify regular employees as contractors to avoid paying for benefits like health insurance, paid time off, and overtime wages.
• Exempt employees: Employers may also incorrectly classify employees as exempt from overtime based on their job title, even if the actual work performed does not meet the criteria for exemption under the FLSA. This misclassification enables the employer to avoid paying overtime, even though the employee is legally entitled to it.

Steps to Take if You Suspect Unfair Wage Practices

Document Everything

The first and most crucial step is to keep detailed records of all relevant information related to your pay and work hours.

• Track your hours: Keep your own accurate record of the hours you’ve worked, including overtime and any tasks performed off-the-clock. This can be done through a personal journal or spreadsheet.
• Keep pay stubs: Retain copies of your pay stubs and review them regularly to ensure they match the hours you’ve worked and that all wages, including overtime, have been properly calculated.
• Document communication: Save any emails, messages, or documents from your employer that discuss your pay, hours worked, or job classification. These communications could be crucial evidence if you need to file a complaint or take legal action.

Review Employment Contracts and Policies

Carefully review any employment contracts, job descriptions, or company policies to ensure that your pay and job classification align with the agreements made when you were hired.

• Compare your job duties: Ensure that the duties you are performing match the job description and classification. If you are being classified as an exempt employee but performing non-exempt work, this could be a sign of misclassification.
• Check company policies: Review your employer’s policies on wage payment, overtime, and timekeeping. This can help you determine whether the company is adhering to its stated policies or violating labor laws.

Report to HR or Management

Once you’ve gathered your documentation and reviewed your employment terms, consider reporting the issue internally before escalating the matter to outside authorities.

• Speak to HR or management: Approach your company’s HR department or management to report the suspected wage violation. Present your documentation and explain the discrepancies between your hours worked and wages paid.
• Document the conversation: Keep a record of any meetings or conversations with HR or management regarding your complaint. Be sure to follow up in writing, summarizing your concerns and any agreed-upon actions.

File a Complaint with the Department of Labor

If internal efforts do not resolve the issue, employees can file a formal complaint with the U.S. Department of Labor’s Wage and Hour Division (WHD) or the Michigan Department of Labor and Economic Opportunity.

• WHD complaint: The WHD enforces federal wage and hour laws, including minimum wage, overtime, and misclassification rules. Filing a complaint with the WHD initiates an investigation into your employer’s wage practices.
• State-level complaint: Michigan employees can file a complaint with the state’s Department of Labor and Economic Opportunity to address violations of Michigan’s wage laws. State authorities can investigate wage disputes and hold employers accountable for violations.
• Time limits: Be aware that there are time limits for filing complaints. Typically, wage and hour complaints must be filed within two years of the violation, although this can extend to three years in cases of willful misconduct.

Consult an Attorney

If you suspect that your employer is engaging in more serious or systemic wage violations, or if you experience retaliation after raising concerns, it’s important to consult with a qualified employment law attorney.

• Legal evaluation: An attorney can assess the specifics of your situation, review your documentation, and help determine whether you have a valid claim for unpaid wages, misclassification, or retaliation.
• Pursuing legal action: If necessary, an attorney can help you file a lawsuit or take further legal action to recover unpaid wages, back pay, and other damages. They can also represent you in negotiations or litigation to ensure that you receive the compensation you deserve.
• Protection from retaliation: If you are facing retaliation for raising wage concerns (e.g., demotion, firing, or reduced hours), an attorney can help you file a retaliation claim to seek compensation for additional damages.

Contact Marko Law Today

Understanding wage laws and knowing your rights is essential to protecting yourself from unfair wage practices. By staying informed about minimum wage, overtime rules, and employee classifications, you can recognize when your employer may be violating the law. If you suspect that your wages are being unfairly withheld or miscalculated, taking prompt action—such as documenting the issue, reviewing your employment contract, and seeking legal advice—is crucial to recovering what you are owed.

If you believe you are being subjected to unfair wage practices, understanding your legal rights is essential. At Marko Law, our experienced attorneys are dedicated to helping employees recover unpaid wages and protect their rights. Contact us today for a free consultation.

Call 1-833-MARKO-LAW or 1-313-777-7LAW to schedule your consultation.
Visit us at our main office: 220 W. Congress, 4th Floor, Detroit, MI 48226.
https://www.markolaw.com/