New York Department Of Labor Interprets Section 193 Of Labor Law As Forbidding Deductions From Wages For Amounts Owed To An Employer

Tuesday, November 2, 2010 - 00:00

In an opinion letter dated January 10, 2010, the New York State Department of Labor ("NYDOL") stated its position that employers cannot deduct from an employee's wages amounts owed by the employee to his employer, including for overpayments or repayment of a loan, even with the employee's written authorization.

Section 193 of the Labor Law (entitled "Deductions from Wages") prohibits deductions from wages, except those which are

a. "made in accordance with the provisions of any law or any rule or regulation issued by any governmental agency;" or

b. "are expressly authorized in writing by the employee and are for the benefit of the employee, provided that such authorization is kept on file on the employer's premises. Such authorized deductions shall be limited to payments for insurance premiums, pension or health and welfare benefits, contributions to charitable organizations, payments for United States bonds, payments for dues or assessments to a labor organization, and similar payments for the benefit of the employee."

The applicable Labor Law regulations (Section 195.1 of Title 12 of the New York Codes, Rules and Regulations) limit permitted deductions for non-enumerated "similar payments for the benefit of the employee" to ten percent (in the aggregate) of the gross wages due to the employee for a payroll period.

Relying on the language in two cases decided by the New York Court of Appeals several years ago, the NYDOL opined that there are only two categories of payments that may be considered "similar payments for the benefit of the employee":

1. "monetary payments," meaning investments of money for the later benefit of the employee (such as deductions for insurance premiums, pension or health and welfare benefits and payments for US bonds); or

2. "supportive payments," meaning that the wages are used by someone other than the employee or employer to support some other purpose of the employee (such as contributions for charitable organizations or payments for dues or assessments to a labor organization).

The opinion letter stressed that deductions, like repayment of a personal loan or overpayment, that are paid directly to the employer or its subsidiary "violate the letter of the statute and the policy underlying it" and thus are not permissible.

The January 10 opinion letter also addressed the employer's options to recoup from an employee overpayments and other payments that may not be deducted from wages. Section 193 of the Labor Law prohibits employers from "requir[ing] an employee to make any payment by separate transaction unless such charge or payment is permitted as a deduction from wages." In interpreting this provision, the NYDOL stated its view that an employer could not induce or request an action by the employee which, if refused, could result in disciplinary action or retaliation action. Therefore, according to the NYDOL, an employer may ask that the employee separately repay the sums owed to it, provided that the employer also clearly communicates that the employee's refusal will not result in any disciplinary or retaliatory action . The NYDOL clarified that while an employer may not require repayment under the threat of discipline, employers may seek relief in a separate proceeding against the employee.

Thus, according to the NYDOL, an employer may not deduct from wages amounts owed to it by an employee and may only request the repayment of such sums if it clearly communicates that the employee's refusal to repay the debt will not result in any adverse action being taken against it; if the employee refuses to repay the sums owed to the employer, the employer's only recourse is to file a proceeding against the employee. Given the NYDOL's position, employers should reconsider their use of loans and advances to employees.

Kevin B. Leblang heads Kramer Levin's Employment Law department and concentrates exclusively on representing management on employment law litigation and advisory matters. Robert N. Holtzman is a Partner at the firm concentrating exclusively on representing management in employment law matters.

Please email the authors at kleblang@kramerlevin.com or rholtzman@kramerlevin.com with questions about these articles.