See the New York Bureau of Public Work, Davis-Bacon and Related Acts, McNamara-OHara Service Contract Act (SCA), and Walsh-Healey Public Contracts Act (PCA) for more information about prevailing wages. The employer must pay call-in pay regardless of whether the employee performs any work. No. Sufficient unpaid time for employees who work 8 consecutive hours or more. Unpaid Wages Employees must be paid for hours worked. normal sleeping hours, even if they are required to be on-call during that time, and. The site is secure. provided in 12 NYCRR 146. At least 20 minutes, no later than 5 hours after the start of the work period, to employees who work 7 continuous hours or more. This page is available in other languages. However, if an employer offers such benefits to its employees, it must comply with the terms established in the employment contract or vacation leave policy. Employers may be required to provide paid family leave. The above information on minimum wages might not . not timely, the employer may be required to pay a premium to the employee. An employer does not need to count as hours worked the following time employees who live on the employers premises is actually on the employers premises: New York minimum wage laws do not require employers to count employee normal sleeping time as hours worked for purposes of its minimum wage and overtime requirements if the employees live on the employers premises, even if the employee is on-call during the sleeping period. If you have specific questions, speak with New York labor lawyers to help you understand your situation. For payment for the time the employees actually worked calculated at the employees regular or overtime rates, whichever rate applies, less any customary and regular tip credits; payment for the remainder of the period in which no work was actually performed calculated at the standard minimum wage with no tip credit subtracted (payment for the period in which no actual work was performed is not payment for time worked or work performed and need not be counted as hours worked for calculating the regular rate for the purpose of overtime pay). For example, New York requires an additional hour of pay for employees who work split shifts. Independent contractors do not have as many rights as employees, and arent entitled to minimum wage and overtime protection. See also Farm Workers Wage Order Summary. An employer may not, however, change your salary after the fact for time you have already worked, or change your salary or hours in retaliation for your exercise of rights protected by labor law. administrative employees will also increase proportionally. for at least three (3) hours for one shift, or the number of hours scheduled in a regular shift, whichever is less; for at least six (6) hours for two shifts that total 6 hours of less, or the number of hours scheduled in a regular shift, whichever is less; and. the minimum increment at more than 4 hours. [CDATA[/* >