Local law firms Badgley Mullins Turner PLLC, and the Law Office of Daniel R. Whitmore have filed a number of class actions to enforce the SeaTac minimum wage for all workers who were not paid the $15 minimum wage in SeaTac, which went into effect January 2014.

We currently have 25 active class action suits against SeaTac employers with the goal of seeking justice – and back wages – for employees who were not paid the $15 minimum hourly wage according to the SeaTac minimum wage law. Some covered workers may now, finally, be receiving the lawful wage, but they may also have back wages plus interest due to them. Even so, our investigation indicates that many employers affected by the Ordinance still have not paid workers for past amounts due under the law.

Beware of “Sucker Settlements”

We are receiving reports that some SeaTac employers are offering employees “sucker settlements” in which they would pay workers pennies on the dollar for the two years’ back wages due to them. Do not enter into any such settlement without talking to a lawyer first.

Paying Illegal Low Wages Is “Wage Theft”

“Wage theft” is the failure of an employer to pay its employees in accordance with state and federal laws and/or prevailing contracts or agreements between the employer and the employee (or the employee’s union). Wage theft claims are sometimes also known as “wage and hour” claims. Wage theft has many forms. Sometimes it is as simple as failing to pay the appropriate wage on time. Other examples include failure to pay the prevailing minimum wage, failure to pay time-and-a-half for work in excess of 40 hours in a week, and failure to allow employees to take legally mandated breaks.

Wage Theft Hurts the Most Vulnerable Workers

Wage theft is often directed at the most vulnerable of workers: those in lower paying jobs who, for various reasons may not be inclined to seek justice for the harm done to them. Fortunately, the law protects such workers by permitting them to sue for full recovery of the stolen wages and, in some cases, to receive double the amount of the unpaid wages. Where the employer’s wrongdoing affects many workers, the claims of the group can be efficiently addressed with a wage and hour class action. The wage statutes also provide for the payment of the worker’s attorneys’ fees in successful cases, so in some cases, the employer can be compelled to pay workers’ attorney’s fees. Most importantly, the law provides protection from retaliation by employers against workers who stand up for their rights, whether the worker prevails in his case or not.

We welcome the opportunity to meet and talk with SeaTac workers who believe they were wrongly or underpaid according to the $15 minimum wage ordinance.

 
CONTACT US NOW to see if you are eligible to participate in a legal claim demanding you be paid in accordance with the law, and to seek back wages due to you. We are here to help you.
 
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