Attorney Adam J. Shafran

Attorney Adam J. Shafran Attorney Adam Shafran is a top rated employment lawyer in Boston, Massachusetts.

05/06/2026

Wage theft is more common than many employees realize—and it often occurs in subtle ways. In Massachusetts, wage and hour laws are designed to ensure employees are paid fully and on time for all work performed. When employers fail to meet these obligations, it may constitute wage theft.

Understanding what wage theft looks like, how to prove it, and what steps to take can help protect your rights and recover unpaid wages.

What Is Considered Wage Theft?

Wage theft occurs when an employer fails to pay an employee the wages they are legally owed. This can include outright nonpayment, but more often involves underpayment or improper compensation practices.

Under Massachusetts law, employees are entitled to:

- Payment for all hours worked
- Minimum wage compliance
- Overtime pay for eligible employees
- Timely payment of wages

When these obligations are not met, it may give rise to a wage claim.

What Are Common Examples of Wage Theft?

Wage theft is more common than many employees realize—and it often occurs in subtle ways. In Massachusetts, wage and hour laws are designed to ensure

04/01/2026

Can My Employer Withhold My Final Paycheck in Massachusetts?

When your employment ends, one of the most immediate concerns is when you will receive your final paycheck. In Massachusetts, employers are required to follow

01/30/2026

Many employees believe that being paid a salary automatically means they are expected to work more than 40 hours per week and are not entitled to overtime. This is one of the most common, and costly, misunderstandings in employment law. Under Massachusetts wage and hour laws and federal overtime law, being salaried does not automatically eliminate an employee’s right to overtime pay. The key issue is whether the employee is properly classified as exempt or non-exempt, not how they are paid.

Does Being Paid a Salary Mean You Must Work More Than 40 Hours?
No law, either state or federal, requires salaried employees to work more than 40 hours per week. Employers may expect additional hours, but that expectation alone does not determine whether overtime is owed. Many salaried employees are still legally entitled to overtime pay when they work more than 40 hours in a workweek. The misconception that salary equals unlimited hours often leads to unpaid overtime and wage violations.

Many employees believe that being paid a salary automatically means they are expected to work more than 40 hours per week and are not entitled to overtime.

01/01/2026

The end-of-year holiday season is one of the busiest times for many workplaces. Retail, hospitality, logistics, healthcare, and office environments often see increased workloads, extended hours, and staffing shortages. While employers may rely on employees to work longer or irregular schedules during this time, overtime laws still apply. Understanding how overtime rules work during the holidays can help employees ensure they are paid fairly for their time.

Does Working Extra Hours During the Holidays Automatically Mean Overtime Pay?

Not always. Overtime is generally based on hours worked over a set threshold, typically more than 40 hours in a workweek, not on working holidays or weekends alone. Working on Christmas, New Year’s Eve, or other holidays does not automatically entitle an employee to overtime pay unless total weekly hours exceed the overtime threshold or an employer’s policy provides additional holiday pay.

Are Employers Required to Pay Time-and-a-Half for Holiday Work?

The end-of-year holiday season is one of the busiest times for many workplaces. Retail, hospitality, logistics, healthcare, and office environments often see

09/11/2025

Why Pay Stubs Matter

Pay stubs are more than just a receipt of wages—they are an essential tool for employees to verify that they are being paid correctly. A pay stub provides details such as gross wages, hours worked, overtime, deductions for taxes and benefits, and the employee’s net pay. Without accurate and timely pay stubs, employees may struggle to confirm whether they are being compensated fairly or whether unlawful deductions are being taken from their pay.

What the Law Requires

Federal law under the Fair Labor Standards Act (FLSA) does not specifically require employers to provide pay stubs. However, most states have laws requiring employers to give employees itemized wage statements. In Massachusetts, for example, employers must provide a pay stub each time wages are paid, showing hours worked, hourly rate, deductions, and other relevant information.

Why Pay Stubs Matter

08/26/2025

When an employer offers you a severance agreement, it may seem like a generous gesture—but it can also carry important legal implications. At‑will employment is the default in Massachusetts, meaning employers are not required to offer severance pay. Yet once offered, a severance agreement becomes a binding legal contract. Understanding what it is, what to watch out for, and how Massachusetts law affects your rights can help you protect your financial future.

What Is a Severance Agreement and Why Do Employers Offer Them?

A severance agreement is a written contract between you and your employer. In exchange for signing it—typically agreeing not to sue or make claims—you receive something of value beyond your final paycheck.

Employers offer severance agreements for several reasons: to reduce the risk of litigation, protect against wrongful termination or discrimination claims,

06/11/2025

Employers in Massachusetts are required to pay overtime to eligible employees who work more than 40 hours in a workweek. Despite clear state and federal laws, many workers are denied rightful overtime pay due to misclassification, off-the-clock work, or wage manipulation. Whether it’s intentional or due to a lack of understanding, overtime violations can cost employees significant earnings over time. Understanding your rights is the first step toward recovering the compensation you’ve earned.

What Is Overtime Pay and Who Is Eligible?

Under both the federal Fair Labor Standards Act (FLSA) and the Massachusetts Overtime Law (M.G.L. c. 151, §1A), non-exempt employees must be paid 1.5 times their regular hourly rate for all hours worked over 40 in a single workweek. Exempt employees—such as certain executives, administrators, and professionals—are not entitled to overtime under these laws, but the exemption only applies if specific criteria are met.

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03/25/2025

Many undocumented workers in Massachusetts worry that because of their immigration status, they are not entitled to the same legal protections as other employees—especially when it comes to wages. However, under both Massachusetts and federal law, all workers, regardless of immigration status, have the right to be paid fairly and on time. If you are not receiving the wages you have earned, you may be entitled to legal relief, even if you are undocumented.

Wage Protections Apply to All Workers—Regardless of Immigration Status

Federal and state wage laws are designed to protect workers from exploitation. In Massachusetts, the Wage Act requires that all employees be paid their earned wages in full and on time.

Many undocumented workers in Massachusetts worry that because of their immigration status, they are not entitled to the same legal protections as other

03/25/2025

Employees in Massachusetts are entitled to timely wage payments under state law. When an employer delays paying wages beyond the legally mandated timeframe, it can create financial hardship and uncertainty for workers. Massachusetts has strict laws requiring employers to pay wages on time and in full, and failure to do so can result in serious penalties. If you have experienced late or withheld wages, it is important to understand your rights and what legal options are available.

Massachusetts Wage Payment Laws

Under the Massachusetts Wage Act, employers must adhere to specific rules regarding the frequency and timing of wage payments. The law applies to all types of employees, including hourly, salaried, and commissioned workers. Employers must:

- Pay employees weekly or biweekly, unless an alternative pay schedule is agreed upon.
- Ensure that hourly and non-exempt employees receive wages within six days after the pay period ends.

Employees in Massachusetts are entitled to timely wage payments under state law. When an employer delays paying wages beyond the legally mandated timeframe,

03/25/2025

In Massachusetts, the distinction between outside and inside salespeople can have significant implications for overtime pay. While it has long been established that outside salespeople are generally exempt from overtime pay, the landscape of sales employment has evolved. With the rise of remote work, many employees who may not fit the traditional “outside sales” classification are now working from home and are entitled to overtime pay. This article explores why inside salespeople working remotely are entitled to overtime pay and clarifies common misconceptions about this issue.

Understanding the Outside Sales Exemption

Under Massachusetts law, specifically the Massachusetts Minimum Fair Wage Law, outside salespeople are generally exempt from overtime pay. To qualify for this exemption, employees must primarily be engaged in sales activities outside the employer’s place of business.

In Massachusetts, the distinction between outside and inside salespeople can have significant implications for overtime pay. While it has long been

07/24/2024

A Superior Court judge has rejected a motion for summary judgment brought by Lighthouse Life Science Partners LLC that argued the plaintiff-employee was precluded as a matter of law from bringing Wage Act claims because the employee was also a minority member of the LLC.

A Superior Court judge has rejected a motion for summary judgment brought by Lighthouse Life Science Partners LLC that argued the plaintiff-employee was

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