What are my options legally if NYC company is not paying salary? UPDATE: I was just let go today, May 8. After being let go, 2-3 hours later I was asked to sign a general release. Obviously I declined. I told them I cannot sign a general release as I have a claim to unpaid wages. Original Post: I asked a question over at Personal Finance and I was advised to ask for legal guidance here. A brief summary (please checkout full question for details) is below: My company, based in NYC, has not paid salary for the month of April 2019. There is no update for when salary will be paid out, but it looks like it might happen until shortly after May 20, 2019. I'm optimistic, but also skeptical about this. I'm also expecting a bonus payment for 2018 that has not been paid yet either. It is a long story, but apparently the funds are currently frozen in another country due to the firm being a 3rd party in an ongoing investigation that is coming to a close. What legal options do I have here? Do I have a claim to salary if I quit? I'm nearly positive I would not have a claim to the 100% discretionary bonus. But I am thinking it is best if I quit, move back in with my parents, get a different job, and then await the payment of previously earned salary. This is unless of course I have no legal claim to accrued wages unpaid.
What legal options do I have here? It depends on how much you are owed. If it is less than $5000 (in a city court) you can sue them in small claims. If it is more than that, you'll have to sue them in a different court. Do I have a claim to salary if I quit? Yes, absolutely. You quitting does not relieve the business of its obligation to pay you for work you have already performed. In some states, they may also be required to pay you for accrued leave (sick/vacation time). You should not have to work for a company that does not pay you, we got rid of slavery a long time ago. I'm nearly positive I would not have a claim to the 100% discretionary bonus. Maybe, maybe not. This depends on your contract and what you've been told. If you were told (in writing) that you would be given $X amount for a bonus for work performed in 2018, the bonus may no longer be discretionary because the company obligated themselves to pay it via a promise. Bonuses may be harder to argue in court, but if you have sufficient documentation that you were promised this bonus then you may have a claim to it. If you do decide to go to court with this, gather up as much documentation as you can before quitting, print it out and save it to bring to court or to your lawyer. Make sure to get as much as possible, for example if it is an email, get the whole chain, as much of the headers as possible, etc. If you have voicemails, see if you can save them or record them for later. Do not wait too long, have a lawyer draft up a demand letter the moment you quit outlining exactly everything you are owed, including the bonus, vacation, sick days, etc. Deliver this via certified mail. Don't let them say "well we'll get you taken care of next week/month/pay day". There are statutes of limitations (I don't know what they are for NYC) but you should be making an effort to collect, not waiting on them. After you quit, they don't have an incentive to pay you anymore (even though they are legally obligated to).
The US Department of Labor Employer's Guide to Advance Notice of Closings and Layoffs states Can I pay my workers their salary and benefits for 60 days in lieu of notice? Neither the Act nor the regulations recognize the concept of pay in lieu of notice. WARN requires notice, making no provision for any alternative. Failure to give notice does a significant disservice to workers and undermines other services that are part of the purpose of the WARN Act. However, since WARN provides that the maximum employer liability for damages, including back pay and benefits, is for the period of violation up to 60 days, providing your employees with full pay and benefits for the 60-day period effectively precludes any relief. (emphasis mine) So from the Federal perspective, so-called pay in lieu is technically against the WARN act, but no penalty may occur. Note that payment in lieu is not unique to this situation at all. For regulated high-trust industries, such as banking and aviation, pay in lieu is basically required due to the risk of employee sabotage.
There seems to be one national law about leave, the Factories Act, 1948 §79, which grants an adult employee 20 days of paid leave after a year of employment, assuming the person has worked the required number of days within the year. Sub-section 3 addresses accrued leave at the end of employment (for whatever reason), that he: shall be entitled to wages in lieu of the quantum of leave to which he was entitled immediately before his discharge, dismissal, quitting of employment, superannuation or death, calculated at the rates specified in sub-section (1), even if he had not worked for the entire period specified in sub-section(1) or sub-section (2) making him eligible to avail of such leave In the case of a person quitting, the law continues and such payment shall be made (i) where the worker is discharged or dismissed or quits employments before the expiry of the second working day from the date of such discharge, dismissal or quitting As for accumulation of leave, sub-section (5) says If a worker does not in any one calendar year takes the whole of the leave allowed to him under sub-section (1) or sub-section (2), as the case may be, any leave not taken by him shall be added to the leave to be allowed to him in the succeeding calendar year: Provided that the total number of days of leave that may be carried forward to a succeeding year shall not exceed thirty in the case of an adult or forty in the case of a child So there is a statutory "use it or lose it" element. That said, the question is whether you are a "worker" as defined by that act. The definitions say: "worker" means a person employed directly or by or through any agency (including a contractor) with or without the knowledge of the principal employer whether for remuneration or not in any manufacturing process, or in cleaning any part of the machinery or premises used for a manufacturing process, or in any other kind of work incidental to, or connected with the manufacturing process, or the subject of the manufacturing process but does not include any member of the armed forces of the Union Tech work is typically not considered to be "factory work" and is not obviously part of manufacturing, but writing software might be work "connected with the manufacturing process". There is an act implemented at the state level (Maharashtra version here), the Shops and Establishment Act. Ch VII of the act governs leave: the terms are similar to the above act in terms of accrual, number of days, prior service. However the payout on termination wording is different: If an employee entitled to leave under sub-section (1) [or (1-A)] is discharged by his employer before he has been allowed the leave, or if, having applied for and having been refused the leave, he quits his employment before he has been allowed the leave, the employer shall pay him the amount payable under section 36 in respect of the leave The important difference is that the payout condition is conditioned on either being fired, or having applied for the leave and being refused (after which point you may resign). If you don't make a claim for leave and you resign, then the conditions of that law don't appear to apply. But, in another state, the wording could be different, so it depends on your state. The definition of "commercial establishment" includes "legal practitioner, medical practitioner, architect, engineer, accountant, tax consultant or any other technical or professional consultant". It is possible that a different state's version of the act includes a payout requirement.
First of all, the USA's legal system is not here to be referee to every single little "gotcha" mistake, and every little mistake doesn't mean a payday for someone. The employee at the tax preparer screwed up. They mixed up your folder with the other guy's folder. It was an honest mistake, which is another way of saying "nobody stands to gain from this." The best LEGAL action you can take is to either destroy the copy in your possession, or mail it back to the tax preparer, and call it a good day, done well. The law of torts exists to adjudicate sincere and structural divergences of interests, not to fix silly mistakes. As a point of law, what was the damage of this "event?" Some random person (you) saw a 1099 belonging to someone else. In good faith, you attempt to find and reinstate the rightful owner with their document. All good. As it is, you have zero "standing" in a case of inadvertent clerical error between two other parties.
As I understand it, the legal distinction here is: Whose choice was it that you not continue in your job? If the company was prepared to offer you an extension, until you told them that you were not interested, you are leaving of your own free will, and would not be entitled to redundancy rights. If your employer did not extend the contract when you would have been willing to continue, that is either a redundancy, or a dismissal of another kind. If you were dismissed for valid cause, you have no redundancy rights. if you were let go because of a lack of work, or because the employer decided not to have anyone doing that job, that I gather would be redundancy.
There is no general law making it illegal to lie about debts, or anything else. It is illegal to lie to a law enforcement officer in the course of an investigation. (And of course it is illegal to lie in court testimony or when otherwise under oath.) But it is in no way unlawful to decline to answer, unless a proper court order has been obtained, or other lawful means of compelling an answer. I would expect any law office to respond to such a question with something like "Am I/we being investigated? If so, send the appropriate notice and our lawyer will consider what we should tell you. If not, tell us what information you want, and we will consider and provide a written response in due course." If a taxpayer has been found to be delinquent in paying taxes, in some cases a court order may be obtained seizing assets, including unpaid debts. But no IRS agent can make such a claim on the spot, and indeed for a client to make such a payment without such a court order, or the order of an IRS tribunal (or the creditor's written consent) would itself be unlawful and would subject the lawyer to a suit by the PI (Private Investigator). When the lawyer pays a service provider, a 1099 must be filed with the IRS. If the PI is a corporation, a different form is used, but a record of payment is still required. As failure to timely file such a form is a violation of the tax code, an accusation of paying without filing would permit the lawyer to decline to answer under the Fifth amendment. If the lawyer did pay and did file a 1099 or other documentation, the IRS would know what had been payed, and would not need to confront the PI. Also, as the comment by Hilmar points out, a PI would be likely to use the cash accounting method, and so would own no tax on work performed but unpaid (as yet). So unless the IRS agent thinks the PI was paid "off-the books" and is intentionally failing to report the payment, there would be no point to such a question. And if that were he case, the lawyer would be very likely to decline to answer. I find the story quite implausible.
You owe money if there is a contract obliging you to pay. Whether you receive what you pay for (e.g. services) only affects your stance when suing for non-performance/damages; your obligation to pay still stands until the court decides it does not (or there is a mutual agreement to discharge the contract). It is irrelevant whether the original payment method still works or not. If it does not but you still owe money — you have to pay. The ability to turn the credit card off is just a handy feature. It does not affect your contractual obligations in any way except for when the terms explicitly provide for it (like automatic cancelling subscription when payment method fails).
You will want to speak with a patent attorney, not a labor attorney. Some of the facts you are presenting are entirely wrong. Patents have inventors, copyrights have authors. Inventorship has strict rules. Inventorship cannot be denied without consequence in almost any jurisdiction, but you'll need to get local legal advice. In the US, "A patent is invalid unless it lists the first and true inventor or inventors of the claimed invention." (See Stark v. Advanced Magnetics, 119 F.3d 1551, 1553, 1556 (Fed. Cir. 1997); 35 U.S.C. § 102(f) (“A person shall be entitled to a patent unless . . . he did not himself invent the subject matter sought to be patented). See also 35 U.S.C. §§ 111, 115-16, 256.) Assignment--the "ownership" of the patent--is different. It's very common to have you sign an agreement as a condition of your employment that you grant full assignment to your company for any patentable material created under their employ. If you did not, it is possible that the company would need to give you consideration for the right to assignment, e.g., they would have to pay you something to own the patent. If you are no longer there, that "something" can be substantial, because the patent is invalid without it, and they have little leverage over you. Bring all written records, emails, etc. to a licensed attorney who specializes in patent litigation.