In New Jersey, the rate of interest upon the loan or forbearance of any money, wares, merchandise, goods or chattels may not exceed 6% per year, or when there is a written contract specifying a rate of interest, 16% per year.  N.J.S.A. § 31:1-1.

That is, in New Jersey, when the agreement is oral, charging interest of more than 6% per year is civil usury.  In New Jersey, when there is a written agreement and the agreement specifies the interest rate, charging interest of more than 16% per year is civil usury.

A lender who charges a rate of interest higher than the applicable rate which N.J.S.A. § 31:1-1 allows forfeits all interest and is entitled to recover only the principal of the loan.  N.J.S.A. § 31:1-3.  Further, if the borrower has paid interest in excess of the applicable rate which N.J.S.A. § 31:1-1 permits, that illegal interest is deducted from the principal of the loan owed to the usurer.  N.J.S.A. § 31:1-3.

N.J.S.A. § 2C:21-19 makes it a criminal offense to charge, take from, or receive, from any individual, interest at a rate exceeding 30% per year.  Further, N.J.S.A. § 2C:21-19 renders it a criminal offense to charge, take from, or receive, from any corporation, limited liability company (an “LLC”), or limited liability partnership (an “LLP”), interest at a rate exceeding 50% per year.

In other words, in New Jersey, charging, taking from, or receiving, from any individual, interest of more than 30% per year is criminal usury.  So, too, in New Jersey, charging, taking from, or receiving, from any corporation, LLC, or LLP, interest of more than 50% per year is criminal usury.

Criminal usury is a crime of the second degree if the rate of interest on the loan is more than 50% per year.  N.J.S.A. § 2C:21-19(a).  Criminal usury is a crime of the third degree if the interest rate on any loan made to any individual is more than 30% per year but less than 50% per year.  Id. § 2C:21-19(a).

There are numerous exemptions from New Jersey’s (6% or 16%) civil usury provisions, but few exemptions from the Garden State’s (30% or 50%) criminal usury provisions.  The below-discussed exemptions from New Jersey’s civil usury limitations are illustrative but not exhaustive.

Corporations, limited liability companies, and limited liability partnerships  borrowing money cannot interpose the defense of civil usury in a civil action.  N.J.S.A. § 31:1-6.

Loans or forbearances of $50,000 or more, except for loans secured by a first lien on residential real property, are exempt from the (6% or 16%) civil usury statute.  N.J.S.A. § 31:1-1(e)(1).

The New Jersey courts have held that purchases under revolving credit accounts, installment loan purchases, and purchases under credit card accounts are exempted from the State’s civil usury statute under what is termed the “time-price differential” doctrine.  See, e.g., Steffenauer v. Mytelka & Rose, Inc., 87 N.J. Super. 506, 510-517, 210 A.2d 88 (N.J. App. Div. 1965) (installment agreement and note, in the principal amount of $12,480, for purchase and sale of coin-operated dry cleaning equipment is exempted from New Jersey’s civil usury statute), aff’d per curiam, 46 N.J. 299, 216 A.2d 585 (N.J. 1966)

However, the interest rates charged in retail installment contracts for the purchase of goods having a cash price of $10,000 or less are regulated by the New Jersey Retail Installment Sales Act, N.J.S.A. §§ 17:16C-1 – 17:16C-61.  See N.J.S.A. §§ 17:16C-1(b), 17:16C-1(l), 17:16C-41.

For an explanation what rate of interest a company may lawfully charge in New York, see this author’s January 4, 2011 blog post.

If your company wants to bring, or needs a lawyer to defend it in, business litigation and you are located in the New York City area, call Attorney David S. Rich at (212) 209-3972.

{ 0 comments }

The federal Fair Labor Standards Act, 29 U.S.C. §§ 201-219 (the “FLSA”), and its implementing regulations, 29 C.F.R. §§ 510 et seq., mandate that most workers in the U.S. be paid at least the federal minimum wage of $7.25 per hour for all hours worked and overtime compensation at 1½ times the regular rate of pay for all hours worked in excess of 40 hours in a workweek.

However, the FLSA sets forth exemptions from both minimum wage and overtime pay for domestic service employees employed “to provide companionship services for” the young, elderly, or infirm.  See FLSA § 13(a)(15), 29 U.S.C. § 213(a)(15).

So, too, the FLSA carves out an exemption from overtime pay for any employee, employed “in domestic service in a household,” “who resides in that household.”  FLSA § 13(b)(21), 29 U.S.C. § 213(b)(21).

In December 2011, the U.S. Department of Labor proposed regulations requiring third-party employers of domestic “companionship” employees, and third-party employers of live-in domestic employees, to pay the minimum wage and overtime compensation to these employees.

The U.S. Department of Labor’s proposed regulations cover, among other third-party employers, staffing agencies which employ home health aides.

The federal regulations under consideration provide that an individual or member of the family or household using the services of a domestic “companionship” employee remains entitled to raise the minimum wage and overtime exemptions under FLSA § 13(a)(15).  Proposed 29 C.F.R. § 552.109(a).  This is so even if the individual or member of the family or household is considered a joint employer.

Similarly, the proposed federal rules state that an individual or member of the family or household using the services of a live-in domestic employee is still entitled to assert the overtime pay exemption under FLSA § 13(b)(21).  Proposed 29 C.F.R. § 552.109(c).  This is the case even if the individual or member of the family or household is considered a joint employer.

For 60 days, the U.S. Department of Labor is seeking, from interested parties, written comments on the proposed rules.

The proposed federal regulations would increase, beyond the strictures of New York law, the number of hours in a workweek worked by live-in domestic workers for which such workers are entitled to be paid overtime.  Because the proposed federal rules would give rise to a difference between federal law and New York law, the law more beneficial to the worker (that is, federal law) would govern employers in New York.

Specifically, under New York law, most domestic workers are entitled to be paid overtime compensation at a rate that is 1½ times their regular, “straight-time” hourly rate of pay for all time in excess of 40 hours in a payroll week, except that live-in domestic workers are entitled to receive overtime pay for all time in excess of 44 hours in a week.  See N.Y. Labor Law §§ 2(16), 170; 12 N.Y.C.R.R. § 142-2-2.

Call the Law Offices of David S. Rich, LLC at (212) 209-3972 to speak with a knowledgeable labor and employment lawyer about ensuring that your company complies with overtime pay and other wage and hour laws, or to retain a skilled overtime attorney to defend your company in unpaid overtime lawsuits or other wage and hour litigation.

{ 2 comments }

Can My Business In New Jersey Fire An Employee Because Of His Off-The-Job Conduct?

December 27, 2011

With certain exceptions, a business in New Jersey may fire or refuse to hire a person because of his or her lawful, off-duty, political or recreational activities.
Specifically, in New Jersey, employers may not refuse to hire or employ any individual and may not discharge from employment or take any adverse action against any employee with [...]

Read the full article →

New Federal Law Gives Employers Monetary Incentives To Hire Unemployed Or Disabled Veterans

December 12, 2011

On November 21, 2011, President Obama signed into law the federal 3% Withholding Repeal and Job Creation Act, P.L. 112-56.  Title II of the 3% Withholding Repeal and Job Creation Act is known as the Veterans Opportunity to Work to Hire Heroes Act of 2011 (the “VOW to Hire Heroes Act”).  The VOW to Hire [...]

Read the full article →

The Other Party Broke Its Contract With My Company In New York; What Can My Company Do Now?

December 1, 2011

In the world of commerce, contracts between companies often are broken, or ‘breached.’  This post discusses remedies that the the New York state courts, and federal courts situated in New York, frequently grant to a business aggrieved by another party’s breach of the contract between them.
See here for the elements of a cause of action [...]

Read the full article →

When Retaining Independent Contractors, Must My Business In New York Abide By Anti-Discrimination Laws?

November 16, 2011

A business located in New York City must abide by anti-discrimination laws in refusing to retain or ceasing to retain an independent contractor.  By contrast, a company located in New York State, but outside the five boroughs of New York City, need not, in declining to retain or ceasing to retain an independent contractor, conform [...]

Read the full article →

An LLC Member In New York May Not Intermingle Derivative Claims, Brought On The LLC’s Behalf, With Individual Claims

November 9, 2011

On September 7, 2011, in Waxman Real Estate LLC v. Sacks, Index No. 652057-2010, 2011 N.Y. Slip Op. 51667 (N.Y. Sup. Ct. N.Y. County Sept. 7, 2011)  (Fried, J.), the Supreme Court, New York County held that a member of a limited liability company (an “LLC”) in New York State may not, within the same [...]

Read the full article →

How Long Must My Company In New York Keep Its Employee Records?

November 2, 2011

Though it is not required by law, the best practice for a company in New York is to retain its employees’ personnel files for the length of the employee’s employment plus five years.
This is the case, among other reasons, because an individual may file a lawsuit under the New York City Human Rights Law, N.Y. [...]

Read the full article →

LexisNexis Nominates The New York Business Litigation And Employment Attorneys Blog For Top 25 Business Law Blogs Of 2011 – Please Vote For Our Law Firm’s Blog!

October 24, 2011

We sure would appreciate you voting for our law firm’s blog, the New York Business Litigation and Employment Attorneys Blog.
Our law firm’s blog has been nominated by LexisNexis for its Top 25 Business Law Blogs of 2011. Votes and comments posted online will help determine the winning blogs.  You do not need to be a [...]

Read the full article →

New Jersey Adopts The Federal Regulations Concerning Exemptions From Overtime Pay Laws

October 24, 2011

On September 6, 2011, the New Jersey Department of Labor and Workforce Development repealed its existing rules governing exemptions from overtime pay requirements for executive, administrative, professional and outside sales employees, and instead adopted by reference the analogous regulations issued under the federal Fair Labor Standards Act, 29 U.S.C. §§ 201-219 (the “FLSA”).   See here [...]

Read the full article →