The Mamdani Administration also announced settlements with two companies that will provide more than 830 workers with more than $1.8 million to resolve violations of the\u202fFair Workweek Law<\/a>. In addition to restitution, Dunkin\u2019 & Taco Bell franchisee Salz Management, LLC and premium fashion retailer Theory will pay more than $176,000 in civil penalties and costs.<\/p>\n \u201cToday\u2019s settlements are about more than financial compensation for working New Yorkers \u2014though that relief matters. At their core, these actions are about restoring dignity on the job. Every worker deserves a predictable schedule \u2014 something stable enough to plan a life around, to care for family, to show up for the people who depend on them,\u201d said\u00a0Mayor Mamdani.\u00a0\u201cThis city will not tolerate any corporation or franchisee that violates our Fair Workweek laws, or any of the labor protections that workers fought for and won. We will keep enforcing those laws, so that every New Yorker knows their rights and can count on this city to defend them.\u201d<\/p>\n \u201cWhen we talk about economic justice, we mean protecting New Yorkers\u2019 time. A fair economy is one where working people have the right to a predictable schedule, allowing them to plan and enjoy life outside of work. This lawsuit and these settlements are further evidence that the Mamdani Administration is fighting on behalf of workers and for employers who follow the law,\u201d said\u00a0Deputy Mayor for Economic Justice Julie Su.<\/p>\n \u201cToday\u2019s actions kick off the Mayor\u2019s Tackle Corruption and Waste Week with a clear message. If DCWP sees you break the law, we will not hesitate to bring you to court \u2013 especially when it comes to repeat scofflaws, like QSR Management and Mr. Nader,\u201d said\u202fNew York City Department of Consumer and Worker Protections (DCWP) Commissioner Sam Levine.\u202f\u201cCompliance is not optional.\u201d<\/p>\n The Mamdani Administration is urging all workers who believe their rights have been violated to file a complaint by visiting nyc.gov\/workers<\/a> or by calling 311. Since January 1, 2026, the Administration has secured more than $8.5 million in restitution for New York City workers, including more than\u00a0$500,000<\/a>\u00a0for freelancers ripped off by production company Splashlight and nearly $5 million<\/a> for Uber Eats, Fantuan and HungryPanda delivery workers.<\/p>\n Details of the Enforcement Actions\u00a0<\/p>\n On Monday, DCWP filed a petition at the Office of Administrative Trials and Hearings (OATH) against\u00a0QSR Management, LLC\u00a0and\u00a0Ronny Nader.\u00a0The petition alleges that approximately 1,000 workers across 21 Staten Island locations experienced thousands of violations of the\u202fFair Workweek Law<\/a>\u00a0and\u00a0Protected Time Off Law<\/a>. Under the law, each worker is owed between $200 to $500 per violation, and workers may be entitled to relief for multiple violations per week.<\/p>\n DCWP previously resolved a 2022 case involving one of Nader\u2019s locations, securing $187,000 in relief for 112 workers.\u00a0Subsequent\u00a0complaints led to the broader, company-wide investigation.<\/p>\n Salz Management, LLC\u00a0will pay more than $1.5 million in restitution to more than 760 workers and more than $155,000 in civil penalties and costs. The investigation found violations at 24 locations across Manhattan and Queens, including failure to provide schedules 14 days in advance, failure to obtain consent for schedule changes and failure to pay required premiums.<\/p>\n Theory, LLC, a premium fashion retailer, will pay more than $277,000 to more than 60 workers and more than $21,000 in civil penalties and costs. At two Manhattan locations, the company\u00a0failed to\u00a0provide advance schedules, obtain consent for added\u00a0hours\u00a0and provide adequate notice for shift cancellations. Workers do not need to file a complaint to receive a payment. Checks or direct deposits will begin in April 2026 for Theory workers and August 2026 for Salz Management workers.<\/p>\n NYC Worker Protection Laws\u00a0<\/p>\n DCWP enforces the City\u2019s\u202fFair Workweek Law<\/a>, which guarantees predictable schedules and protections for fast food and retail workers, and the Protected Time Off Law, which ensures workers have access to paid and unpaid leave for illness,\u00a0caregiving\u00a0and other needs.<\/p>\n Workers and employers can visit nyc.gov\/workers<\/a> or call 311 for more information to file a complaint. Complaints may be filed anonymously, and retaliation is illegal.<\/p>\n Under the law, fast food employers in NYC:<\/p>\n must give workers\u202fregular schedules that stay the same\u202fweek-to-week;<\/p>\n must give workers\u202fwork schedules 14 days in advance\u202fof the start of the schedule;<\/p>\n must pay\u202fpremiums for schedule changes and \u201cclopenings\u201d;\u00a0<\/p>\n must give workers a\u202fchance to say no to extra work and to \u201cclopenings\u201d;\u00a0<\/p>\n must give current workers the\u202fopportunity to work more regular hours\u202fbefore hiring new employees;\u00a0<\/p>\n cannot fire or reduce the hours of a worker by more than 15%\u202fwithout just cause or a legitimate business reason;<\/p>\n must reinstate laid off employees by seniority\u202fwhen hours become available.<\/p>\n Under NYC\u2019s \u202fFair Workweek Law<\/a>, retail employers:<\/p>\n must give workers their work schedules 72 hours before the first shift on the schedule;\u00a0<\/p>\n cannot schedule employees for on-call shifts;<\/p>\n cannot cancel a scheduled shift with less than 72 hours\u2019 notice;<\/p>\n cannot require an employee to work with less than 72 hours\u2019\u00a0notice, unless\u00a0the employee agrees.<\/p>\n DCWP also enforces the\u00a0Protected Time Off Law<\/a>, in effect since 2014 and formerly known as the Paid Safe and Sick Leave Law. Under this law, covered employees have the right to protected time off and paid prenatal leave:<\/p>\n Most employees have a right to up to 40 or 56 hours of paid protected time off per year.<\/p>\n Employees also have 32 hours of unpaid protected time off from the beginning of employment.<\/p>\n Employees can take protected time off for many reasons, including childcare, illness, medical appointments, and more.<\/p>\n Employers must provide 20 hours of paid prenatal leave in addition to protected time off.\u00a0\u00a0<\/p>\n \u00a0<\/p>\n
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