Wages & Overtime
employers must follow California's strict labor laws when it comes to your hard-earned wages
Have you performed work for your employer only to not get paid? If you are being paid, are you receiving proper and accurate itemized wage statements? Wage and hour violations occur regularly in the workplace.
Many employers try to take advantage of their employees by withholding their pay or providing wages or salaries below the minimum allowed by the City, County, or State; whichever is highest.
Generally, only non-exempt employees are eligible for overtime pay. Employers must pay employees one and one half their regular rate of pay when:
- Employee works more than 8 hours and up to 12 hours in a workday
- Employee works more than 40 hours in a workweek
- Employee works up to 8 hours on the seventh consecutive day in a workweek
Employers must pay employees double their regular rate of pay when:
- Employee works more than 12 hours in a workday
- Employee works more than 8 hours on the seventh consecutive day in a workweek
The most common wage and overtime violations involve the following:
- Unpaid Wages: Employers withholding their employee’s pay or not providing them with at least the minimum wage or salary
- Unpaid “Off The Clock” Work: Employers not paying employees for work performed “Off the Clock”
- Unpaid Overtime: Employers not providing their employees appropriate overtime pay
- Vacation Pay or Paid Time Off: Employers not paying out vacation pay or paid time off (PTO) upon the employee’s termination or resignation
- Meal and Rest Breaks: Employers not providing employees appropriate meal and rest break periods or interrupting employees during their meal or rest break periods
- Misclassification: Employers misclassifying their employees as independent contractors or their non-exempt employees as exempt employees
If you have been a victim of wage and overtime violations, it is important that you immediately contact Nahavandi Law for a free case evaluation. Our attorneys have substantial experience in labor and employment law and you will not pay any attorney fees unless there is a recovery.
