Holiday Pay Boston Massachusetts
Holiday Pay and Overtime Attorney in Boston, Massachusetts
Restrictions on business openings on Sundays and legal holidays, commonly known as the Massachusetts Blue Laws, are enforced by the Attorney General's Office. This summary is intended to provide a general overview to help both employees and employers understand what is required by these laws.
- If you have questions about possible violations of these laws, please contact the Attorney General's Office, Fair Labor Division at 617-727-3465.
- If you have questions about statewide permit approval process for holiday openings, please contact the Division of Occupational Safety's Minimum Wage Program at 617-626-6952.
While this summary is designed to provide the general information you need, you can also refer to the statutes: M.G.L. Chapter 149, § 148 and "The Wage Act" and M.G.L. Chapter 136, § 6, which outlines the 55 exemptions from the general prohibition against businesses opening on Sundays. If a business does not fall into one or more of the statutory exemptions it may not lawfully operate on Sundays, unless the employer is granted a one day permit. M.G.L. Chapter 136, § 7.
- Sunday Openings and Premium Pay Requirements
- Holiday Opening Laws for Retail Stores
- Holiday Opening Laws for Manufacturing Establishments
- Sunday Openings and Premium Pay Requirements
While Massachusetts law bars many types of businesses from opening on Sundays, most retail establishments can open without a permit on Sundays. However, you would be well-served to check the provisions of the law if you have any questions. A business that is not covered by one of the exemptions may apply to the police chief in the city or town where that business is located for a one day permit to work on Sunday. M.G.L. Chapter 136, § 7.
Since 1994, most retailers may open before 12:00 p.m. on Sundays, except for those engaged in the sale of alcoholic beverages. Please note that the AGO enforces the Sunday premium pay requirements, the Commonwealth's Alcoholic Beverages Control Commission ("ABCC") regulates when such business may open.
There are special provisions that apply to certain retail establishments who choose to operate on Sundays, which require payment of premium pay and prohibit employers from requiring employees to work on Sundays.
Time and One-Half Premium Pay and Voluntariness of Employment
As a general rule, if a retailer has more than 7 employees, then any nonexempt workers (meaning those employees who are not exempt administrative, executive, or professional employees under M.G.L. c. 151, § 1A (3)) must receive Sunday Premium Pay, at a rate of pay at least one and one-half times their regular hourly rate. M.G.L. Chapter 136, § 6 (50). However, regardless of whether an employee is exempt from premium pay, employers covered by the statute cannot require employees to work on Sunday, and an employee's refusal to work may not be grounds for discrimination, dismissal, discharge, reduction in hours, or any other penalty. M.G.L. Chapter 136, § 6 (50).
A retail employer who fails to pay Sunday premium pay as required may be fined up to $1,000. M.G.L. Chapter 136, §§ 6 (50) and (52); M.G.L. Chapter 149, § 180A. Additionally, a retail employer who requires an employee to work on Sunday may be fined up to $1,000. M.G.L. Chapter 136, §§ 6 (50) and (52); M.G.L. Chapter 149, § 180A.
Our Firm: No upfront fees or costs
Contingency Fee Representation
All employment cases for employees are taken on a contingency basis. We are only paid a fee when and if we win your case, and we advance all litigation costs. Our goal is to make expert legal representation accessible to every hardworking employee.
Serving Massachusetts County
We have proudly served all of Massachusetts County since 1993.
The Employment Lawyers Group has successfully handled
2,000+
Separate California Employment Cases
Media Engagements
Sample Case Results
Employment Case
$18,402,868
Jury verdict for male visually harassed and subject to crude comments by a female manager
breach of commission contract
$1,150,000
Unpaid commissions of two plaintiffs
unpaid wages
$875,000
For 4 oil field service industry workers whose times worked were not recorded on timesheets and were on-call
forced to work without pay standby pay case
$800,000
Controlled stand by class action settlement
misclassified independent contractor employment lawyer
$800,000
For mis-classified independent contractors
Employment Case
$800,000
Failure to pay prevailing wage to maintenance technicians on state property
care givers not paid wages
$775,000
For small class action of employees not allowed meal breaks or cell phone reimbursements while caring for dependent adults
unpaid wages
$750,000
Disability discrimination settlement for employee who had heart problems
not paid minimum wage law
$750,000
Sub-Minimum wage class action settlement
pregnancy discrimination trial result
$365,000
Vasquez v. Del Rio Sanitarium Pregnancy Discrimination Case - Following Jury Trial & Appeal
peep hole sexual harassment at restaurant
$365,000
Sexual harassment of a delivery driver
Employment Case
$365,000
After defendant lost their appeal - pregnancy case - Jury Trial
hotel workers not paid for all time worked
$360,000
For missed meal and rest breaks, and overtime for 3 employees, and PAGA penalties for less than 25
unpaid wages
$350,000
To 2 employees in vacation rental business working off-the-clock overtime
unpaid wages
$350,000
Due to fixed bonus pay not figured into overtime for a directional driller
unpaid wages
$350,000
For controlled standby and overtime for one employee
overtime case result
$350,000
Nurse mis-classified as independent contractor who was on-call
fixed rate bonus not in overtime case result
$350,000
For directional driller whose fixed rate bonuses were not calculated into his overtime rate
Employment Case
$305,000
For 2 IT trouble shooters oncall at a major hospital
unpaid wages
$302,000
Controlled standby pay for two telecommunication workers in a hospital
unpaid rest break
$300,000
Verdict of punitive damages in wrongful termination case due to employee's refusal to work without rest breaks
Employment Case
$300,000
Post trial verdict for wrongful termination settlement and minor rest break violations
Not paid to sleep case result
$300,000
Multiple Worker Claims for Unpaid Wages for Oil Gauge and Calibration Inspectors on Docked Coastal Vessels
on call overtime case result
$275,000
Unpaid minimum wage, overtime double and double time due to on call work for two technicians at a radio/television station
Employment Case
$250,000
Failure to accommodate physical therapy appointments following a stroke, pretextual job termination
arbitration case result disability discrimination
$246,000
Breach of fiduciary duty arbitration award involving disability discrimination
Employment Case
$235,000
Mechanic at car dealership not paid twice minimum wage, incentive pay not paid right
Employment Case
$150,000
Big box retail employee fired for reporting manager making him work off-the-clock, no meal breaks
Employment Case
$150,000
Sexual harassment by a coworker and forced to quit due to slow sexual harassment investigation
Employment Case
$150,000
Sexual harassment followed by pregnancy discrimination in the parts department of a car dealership
Employment Case
$145,000
Settlement for an office manager whose Northridge employer would not allow her to take leave from work due to pregnancy
contract
$140,000
Off-the-clock work, breach of contract to pay hourly wage to nurse
Employment Case
$140,000
Not Accommodated and Fired for Mental Disability Leave
Employment Case
$120,000
Male on male sexual harassment Unpaid wages, overtime, labor code section 2699 penalties- arbitration award of over
Employment Case
$120,000
For race discrimination
Employment Case
$117,702
Disability discrimination, FMLA, and termination of $10.00 an hour employee in binding arbitration
Disclaimer: These results are based on the facts of these specific cases and do not guarantee or predict a similar result in any future case.
Practice Areas
Discrimination
Age, Disability, Family Medical Leave (FMLA/CFRA), Gender, National Origin, Pregnancy, Race, and Sexual Orientation claims.
Unpaid Wages & Overtime
Recovering earnings for Overtime, Bonuses, Commissions, Meal & Rest Breaks, and Prevailing Wage violations.
Sexual Harassment
Compassionate and effective representation for victims of sexual harassment and hostile work environment claims.
Wrongful Termination
Representing employees terminated in violation of public policy, contracts, or California and Federal law.
Leaves & Retaliation
Protecting employees who face adverse actions after reporting illegal activity or taking protected medical leave.
Whistleblowers
Advocating for employees who report fraud, waste, or abuse in their organizations under whistleblower protections.
About Firm Founder, Karl Gerber
Firm Founder, Karl Gerber, has been an employment wrongful termination attorney since 1993. He has represented a wide range of employees throughout California.
Mr. Gerber has won 51 of the binding arbitrations and jury trials he first chaired, and a number of his appeals are published. This deep trial experience is the foundation of the firm's strategic approach to litigation.
The employment attorneys employed by the Employment Lawyers Group have worked at the firm well in excess of five years, have also tried many different labor cases, and have all been extensively trained on employment wrongful termination by Karl Gerber.
Ready to Discuss Your Case?
Your rights as an employee matter. Contact us for a free, confidential case review.
Contact Us
Share Your Workplace Situation With Our Attorneys
Thank You!
Our attorneys are reviewing your case. We will get back to you as soon as possible!
Prefer to speak directly?
Call Us: (877) 525-0700