Are you asked or required to work off the clock? Does your schedule exceed 8 hours a day or 40 hours a week? You’re likely not receiving proper pay. Putting in the sweat equity has its rewards, but speaking up can be risky.
It’s not uncommon for employers to violate the strict California labor laws that govern such wage and hour aspects as the minimum wage, overtime pay, expense reimbursement, alternative workweek schedules and wage deductions.
Have you been impacted by common labor law violations like:
- Being classified as a manager or assistant manager and being paid a salary — to avoid paying overtime compensation. A title of “manager” or payment of salary doesn’t automatically disqualify an employee for overtime compensation, rest breaks or meal periods. Employees must fit very specific requirements to be exempt from overtime and rest and meal periods.
- Being required to work through meal periods or being denied rest breaks.
- Being improperly classified as an “independent contractor” so your employer can avoid paying certain taxes.
Or has your employer made a habit of:
- Failing to pay you and other commission-based employees a minimum wage or overtime, solely because they are paid on “commission.”
- Failing to compensate you for accrued vacation time upon termination.
- Failing to pay you promptly upon termination.
- Forcing you or others to sign a document purporting to release the employer from all potential claims. Many such releases are void.
- Reclassifying you as “non-exempt” and changing your pay structure, without paying back wages.
- Making unlawful deductions from your wages for pagers, cell phones, tools or chargebacks.
Turn to us to collect on your work and the pay you’ve earned!