# Wage Theft Prevention and Wage Recovery Act

This bill is designed to crack down on employers who illegally withhold or fail to pay workers the wages they've earned. "Wage theft" happens when employers don't pay workers for hours worked, illegally deduct money from paychecks, or violate minimum wage and overtime laws. The bill makes it easier for workers to recover the money they're owed and creates stronger penalties for employers who engage in these practices.

The legislation gives workers more tools to fight back when they're not paid fairly. It likely allows employees to sue their employers for unpaid wages and recover additional damages beyond just the missing money—essentially punishing companies financially for stealing from their workers. The bill probably also requires employers to keep better records of hours worked and wages paid, making it harder for them to hide wage theft. Additionally, it may increase fines and penalties that the government can impose on companies caught violating wage laws, and it could make it easier for workers to file complaints with labor agencies without facing retaliation from their employers.

This bill would primarily affect low-wage workers in industries where wage theft is common, like restaurants, retail, construction, and domestic work. It would also impact small and large employers by requiring them to maintain stricter payroll practices and face serious consequences if they break wage laws. For workers, this means stronger legal protections and a better chance of actually getting paid for the work they do. For employers, it means they need to ensure their payroll practices are completely compliant with wage laws or face significant financial and legal consequences.

Wage Theft Prevention and Wage Recovery Act

Murray, Patty

Wage Theft Prevention and Wage Recovery Act This bill requires employers to make initial and modified disclosures to employees of the terms of their employment, provide such employees with regular paystubs, and make a final payment to an employee for uncompensated work hours within 14 days of the employee's termination. Employers must also allow employees access to wage records. An employer must compensate an employee at the rate specified in an employment contract, including a collective bargaining agreement, that specifies a rate of pay higher than the minimum wage rate. The bill makes all of such unpaid wages recoverable through civil enforcement. The bill establishes new and increased civil and criminal penalties for violations of overtime or minimum wage requirements, including referral to the Department of Justice for criminal prosecution of employers who engage in wage theft, falsification of wage records, or retaliation against employees. The Wage and Hour Division of the Department of Labor must provide grants to specified organizations, including nonprofits and educational institutions, to enhance the enforcement of wage and hour laws. The Government Accountability Office must study and report on successful grant programs.