Rep Ober has introduced HB 1126 concerning claims for unpaid wages, in particular the penalties available to employees making those claims. The procedures can get a little technical, but as a general proposition, if an employer hasn’t paid all of the wages to which an employee is due, the employee can sue the employer for the unpaid wages, plus a 200% penalty, plus attorney’s fees. If it’s a former employee, the Department of Labor is supposed to screen the claim before it can move forward. (A safeguard intended to counteract the baser impulses of a disgruntled employee who might be inclined to make stuff up.) In my experience, in recent years, the Department of Labor has been less than diligent in that screening function.
In any case, Rep. Ober’s bill would restrict those penalties. Rather than being more or less automatic, the 200% penalty and attorney’s fees would be discretionary with a judge and would be contingent on the employer having failed to make the payment in bad faith. The total penalty plus the attorney’s fee awarded could not exceed 200% of the unpaid wages.
This is maybe more restrictive than need be. But, I do think in these wage claim and wage payment cases the attorney fee tail is all too often wagging the dog of unpaid wages. You’ll see case reports that make it appear that a plaintiff’s attorney was pushing his client into pursuing a very marginal wage claim in hopes of getting lucky and getting a jackpot attorney’s fee award.
There is also language in this bill that would expand the permissible items eligible for wage withholding with the agreement of the employee, including equipment reimbursement, education reimbursement, and advance payroll or vacation pay.