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Wage Payment and Collection Law

Pennsylvania has one of the strongest Wage Payment and Collection laws (WPCL) in the country.  Pennsylvania’s WPCL can be a powerful tool for employees who are due unpaid or underpaid wages and benefits.  Employers must be aware of the requirements of the WPCL to avoid costly litigation and potentially substantial liability for their businesses.   Whether you are paying wages or earning them, the attorneys of High Swartz stand ready to assist you use or stay within the requirements of the WPCL.

Employees

The WPCL requires that wages and other earned fringe benefits be paid on a regular basis as designated in advance by the employer.  For departing employees, earned wages and benefits must be paid by the next regular payday upon which said wages would be due and payable.   These are just a few of the rights bestowed on employees by the WPCL.   An employee who brings a successful claim or lawsuit under the WPCL can collect not only the wages due but a penalty of up to 25% of the unpaid amount.  The WPCL also provides for mandatory payment of counsel fees by the employer for a successful employee.  If you believe your employer has underpaid or unreasonably delayed in paying you, the attorneys of High Swartz will provide you with a full description of your WPCL rights and can take action to assist you in recovering what you have earned.

Employers

It is in every Pennsylvania employer’s best interest to make sure that their operations are conducted within the requirements of the WPCL.  Violations of the WPCL can subject a business to possible criminal penalties as well as civil liability.  Moreover, if wages and benefits are not timely paid, officers and agents of the employing corporation can be held personally liable.   It therefore behooves both businesses and the people who run them to make sure that employees are properly paid in accordance with the requirements of the WPCL.   Wage payment records must be properly kept, and all deductions from paychecks must be allowable under the WPCL and appropriately  documented.   It is recommended that employers not wait to be sued to consult with High Swartz to make all reasonable efforts to make sure that your practices are in compliance with the WPCL.  And should an employee bring suit, High Swartz’s attorneys will fight to protect you and your business within the requirements of the WPCL.