9 items on every wage statement. Pay notice in writing at hire.
New York Labor Law § 195 imposes two distinct duties: § 195(1) requires a written pay notice at hire (in English and the worker's primary language); § 195(3) requires nine specific items on every wage statement. Violations are $50 per workday for pay notice failures (capped at $5,000 per worker) and $250 per workday for wage statement failures (capped at $5,000 per worker). PAGA-style class actions are common.
Wage Statement and Pay Notice Compliance
Generates compliant pay notices at hire (in English + primary language). Itemizes wage statements with all 9 § 195(3) required items. Validates accuracy before payroll close.
What the rule does at hire and at every payroll close.
The hero card configuration: Block at hire + Block at payroll close. Here's what each does at runtime.
When onboarding a new worker, Teambridge requires the § 195(1) pay notice (in English and the worker's primary language) before the worker can be activated. The notice includes pay rate, basis, frequency, and overtime rate.
Before payroll closes, every wage statement is validated against the 9 required items under § 195(3). Missing items (employer address, pay period dates, applicable rates with hours) block the close until resolved.
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Two duties: notice at hire, statements every period.
New York imposes some of the most prescriptive wage-disclosure requirements in the U.S. Both duties are independent, both have steep per-violation penalties, and both have private rights of action.
§ 195(1) — Pay notice at hire
Required content: pay rate, basis (hourly/salary/commission/etc.), allowances claimed (tip credits, meals, lodging), regular payday, employer name and address. Must be in English and the worker's primary language. NYSDOL provides templates (LS 54 series). Worker must sign and acknowledge receipt — employer keeps a copy.
§ 195(3) — Wage statement (the 9 items)
Every pay stub must show: (1) dates of work covered, (2) employee name, (3) employer name and address and phone number, (4) rate or rates of pay, (5) gross wages, (6) deductions, (7) allowances claimed, (8) net wages, (9) for non-exempt workers — regular hourly rate, OT rate, regular hours, OT hours. Bundling multiple rate categories or omitting OT rate when applicable triggers violations.
Teambridge generates compliant notices and statements — every hire, every payroll.
Wage notice and statement compliance is structurally simple but operationally where most NY employers fail. Teambridge handles both duties by default.
English + primary language, signed.
When onboarding a new worker, Teambridge generates the § 195(1) notice in English and the worker's primary language (Spanish, Mandarin, Bengali, Russian, Korean, Italian, Polish, French, Haitian Creole, Arabic — all NYSDOL-supported). Worker signs electronically; both copies retained for 6 years.
Every payroll close.
Before payroll closes, every wage statement is checked against the 9 required items. Any gap blocks the close until resolved. Per-worker validation, not just per-payroll.
Multiple rates shown separately.
When a worker has multiple applicable rates (regular, OT, spread of hours), the wage statement shows each rate with its corresponding hours — not bundled. Spread of hours appears as a separate line per § 142-2.4.
Statements retained per § 195(4).
All wage notices, signed acknowledgments, and wage statements are retained for 6 years (§ 195(4)). Aligns with NY's 6-year wage-claim statute of limitations. Audit-defensible records by default.
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Send us your existing New York scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every New York-specific exposure ranked by risk and back-pay liability.