Wage and Hour
Both federal and state laws protect employees from wage and hour violations. Such violations often affect an entire class of workers, not just one employee. Examples of wage and hour violations may include:
- Failure to pay overtime;
- Being required to work through meal and rest periods;
- Being required to report to work but not being paid for the time you had to wait; or
- Being terminated for complaining about such violations.
A non-exempt employee is entitled to minimum wage, overtime, meal and rest breaks, prompt payment of wages, detailed wage statements, and reimbursement. On the other hand, overtime laws do not apply to some types of employees. Those employees are the “exempt employees.” They will not receive overtime pay, even if they work more than 8 hours a day, or more than 40 hours a week. Whether an employee can receive overtime pay usually depends on the kind of work he or she does. Exempt employees are paid more than minimum salary and are usually executives or management of a company or professionals with advanced skills or knowledge.
A common violation by an employer is misclassification of its employees as “independent contractors” or misclassification of its non-exempt employees as “exempt” from wage and hour protections. Please contact our firm if you feel that you are owed overtime, deprived of meal breaks, or misclassified. Our Los Angeles based attorneys with expertise in employment law will thoroughly assess whether there is a violation of your rights. We will assist you in pursuing all legal remedies that are available to you.