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Minimum Wage and Overtime Pay Violations by New Jersey Gas Stations

above-the-bar-logo-no12The United States Department of Labor is cracking down on New Jersey gas stations that are violating state and federal wage and hour laws. The violations consist of gas station owners failing to pay gas attendants minimum wage as well as withholding overtime pay. New Jersey is just one of two states, the other being Oregon, which employs gas stations attendants because it is illegal for you to pump your own fuel.

New Jersey has 2,800 gas stations, of which at least 3/5 have illegal labor practices. Between 2007 and 2010, the DOL collected $1.2 million in back pay for the gas station attendants. Since October, the DOL has collected over $600,000 under its new campaign called “NINJA” which stands for Noncompliance Initiative for New Jersey Attendants.

Failure to pay minimum wage and overtime is a rampant problem not only at gas stations across New Jersey but in many other industries across the country. Many of the gas attendants are immigrants who don’t know their rights. Many are illegal immigrants who are afraid of being deported or of losing their jobs. It is a shame that gas station attendants who not only work in the cold, rain, snow, and extreme heat are not paid their rightful wages and overtime. Failure to pay minimum wages and unpaid overtime could add up to thousands of dollars. If you are afraid of losing your job, of retaliation, or of being reported as an undocumented worker, call our Wage & Hour Attorneys at Villanueva & Sanchala at (800) 893-9645 for a confidential consultation to help you recover your rightful wages and overtime pay. Our attorneys have also helped hundreds of workers in many different industries recover thousands of dollars due to them.


Thank you for visiting our Blog. This blog provides general information and thoughts about various employment law issues primarily in the New York Tri-State area and occasionally in other areas. You are welcome to read the posts. However, do not construe any content on this blog as legal advice or the creation of an attorney-client relationship. Again, we provide the content only for informational purposes. You should not make decisions based information on our blog since the application of the law depends on the facts and each situation may be different. In addition, the law in most jurisdictions is different and changes constantly and we make no representations that any information on our blog has been updated. The Blog should not be used as a substitute for competent legal advice from an experienced employment law attorney in your state or jurisdiction.

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