Rhode Island § 28-14-17.1 § 28-14-17.1. Administrative assessment.

Rhode Island Statutes

§ 28-14-17.1 — § 28-14-17.1. Administrative assessment.

Rhode Island § 28-14-17.1

Title 28Labor and Labor Relations

Ch. 28-14Payment of Wages

This text of Rhode Island § 28-14-17.1 (§ 28-14-17.1. Administrative assessment.) is published on Counsel Stack Legal Research, covering Rhode Island primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook

R.I. Gen. Laws § 28-14-17.1 (2026).

Text

§ 28-14-17.1. Administrative assessment.
(a) Any employer found to have violated the provisions of this chapter upon final determination
            by the department of labor and training, including claims settled via settlement agreement
            and administrative hearing, shall be assessed an administrative penalty equal to fifteen
            percent (15%) to twenty-five percent (25%) of the amount of back wages ordered to
            be paid for a first violation within a three-year (3) period. For subsequent violations
            within a three-year (3) period, the assessment shall equal twenty-five percent (25%)
            to fifty percent (50%) of the amount of back wages ordered to be paid.
       

Free access — add to your briefcase to read the full text and ask questions with AI

§ 28-14-17.1. Administrative assessment.

(a) Any employer found to have violated the provisions of this chapter upon final determination by the department of labor and training, including claims settled via settlement agreement and administrative hearing, shall be assessed an administrative penalty equal to fifteen percent (15%) to twenty-five percent (25%) of the amount of back wages ordered to be paid for a first violation within a three-year (3) period. For subsequent violations within a three-year (3) period, the assessment shall equal twenty-five percent (25%) to fifty percent (50%) of the amount of back wages ordered to be paid.

(b) In determining the amount of any penalty imposed under this section, the director or his or her designee shall consider the good faith of the employer; the gravity of the violation; the history of previous violations; and whether or not the violation was an innocent mistake or willful violation.