Wage and Overtime Violation Claims

As you can imagine, failure for an employer to pay an employee wages or overtime duly earned can amount to a claim against the employer. There are multiple ways in which an employee might be underpaid for work. An employee may be asked to work off the clock. An employer might wrongfully fail to pay for work that is or should be considered overtime. They may pay overtime, but they might fail to pay the proper amount. An employer might incorrectly classify you as an employee exempt from overtime. If you work through lunch or other breaks at the employer’s request, you are entitled to pay for that work. An employer might even pay a salaried employee less for hours worked than what that employee would earn at minimum wage!

If you are an non exempt employee, California law requires that you be paid overtime at a rate of one-and-a-half times your regular hourly rate if you work more than eight hours in a work day and/or 40 hours in a work week. Overtime must be paid in wages, not in goods or time off.

Several classifications of salaried employees are exempt from these legal minimum Wage and Hour requirements under California law. They include outside salespersons, independent contractors, employees of certain retail establishments, and others who meet various job exemptions, such as those who hold a bona fide executive, administrative, or professional job.

Our attorneys at the Werner Law Firm represent employees in such wage and overtime violation claims against Employers. Should you have a potential wage or overtime claim, or have any questions regarding such a claim or any issues, feel free to contact our employment law lawyers for a free telephone consultation toll-free.