Printable Form 673 Saint Paul Minnesota 2019-2025

Printable Form 673 Saint Paul Minnesota: What You Should Know

Employees should contact their employer about any changes to these documents. If you believe you have been a victim of wage theft, you should contact the Minnesota Department of Labor and Industry immediately. Minnesota's Wage Theft Law prohibits employers from withholding, deducting or failing to pay the fair wages, regular wages, overtime wages, fringe benefits, penalties, fees or interest that employees owe to their employers. For tips to be considered earned wages under Minnesota law, employers must pay an employee the full amount of these tips before the employee's first regular payday. Employers may deduct a tip credit for tips not actually received that are equal to or greater than the amount the employee would receive had the tips been actually received from the employer. Tips from employee-only restaurants may not count towards the tip credit. For more information, contact your local Wage Theft Unit. Wage theft in Minnesota: Nonpayment by check or wire transfer Nonpayment of wages may result from one or both of the following: The failure of an employee-only establishment to pay wages earned by an employee who worked at least forty-hours during the workweek; The failure of an employer-owned or -operated non-exempt business to compensate an employee for hours actually worked; Failure to pay a credit card bill or late payment charges; and Failure to pay wages due to a federal or state government agency. The following are prohibited:         A charge by an employer for services rendered which does not include wages or an itemized statement of the charges; Failure to provide a receipt for any payment made by the employee (except when the receipt is provided to the employee at the same time as the receipt of the payment); Failure to give an employee a receipt when the employee requests one; Not providing the employee with a statement of the hours worked; Refusing to pay an employee for any extra or additional duty performed beyond that which is paid by the employer, except as required by law.

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