We filed suit on behalf of role players working at Fort Irwin
The Desert Dispatch reported the following: Posted Jan. 3, 2016 at 11:14 AM LOS ANGELES — Role...
The following overtime law FAQs have been provided by the overtime lawyers at Phillips Dayes Law Firm PC to help our current and prospective clients, as well as employees across the United States, gain a more thorough understanding of the laws that govern overtime pay and how they are commonly violated by employers. If you have additional questions about overtime pay laws or if you feel you have been illegally denied the overtime pay you worked to earn, we invite you to contact us to schedule a free consultation with a member of our overtime lawyer team.
The national minimum rate of overtime pay is set by the FLSA (Fair Labor Standards Act), and is administrated and enforced by the Department of Labor.
Under the FLSA, employees who are non-exempt and who work more than 40 hours in a given work week are entitled to overtime pay. A work week is defined as a period of 7 consecutive 24-hour periods, regardless of the day on which that week begins.
If you are non-exempt, as the vast majority of the workers in America are, federal overtime law dictates that you must be paid 1.5 times your regular hourly rate (“time-and-a-half”) for every hour you work over a 40 hour work week.
In truth, roughly 86% of the workers in the United States are non-exempt from overtime pay, which means that they must be paid overtime wages if they work more than 40 hours in a week. However, many employers take advantage of a general lack of knowledge of overtime laws to misclassify employees as exempt from overtime pay. One common way this happens is when employers deny workers overtime pay because they earn a salary rather than hourly wages. Earning a salary does not exempt an employee from overtime pay, nor does a specific title. To be exempt from overtime pay, an employee must fit into one of the following categories:
It is a common misconception that salaried employees are not entitled to overtime pay, nor does a specific job title automatically exempt an employee from overtime pay. In order to be exempt from overtime pay, an employee must fit into one of the following categories: executive, administrative, or professional. For detailed descriptions of these types of employees, we invite you to view our Overtime Exemptions page.
In overtime lawsuit compensation, plaintiffs are eligible to recover back pay for all overtime hours worked in the two years prior to the filing of the lawsuit and for all overtime hours worked until the suit is officially closed. They may also be able to recover liquidated damages equal to the amount of back pay received, as well as punitive damages and legal fee reimbursement.
If you suspect that you are entitled to overtime pay which you did not receive, you should retain the counsel of an experienced overtime lawyer. Overtime laws can vary according to state, and they are often very complex. A respected overtime lawyer from Phillips Dayes Law Firm PC will be happy to evaluate your unique situation in a free legal consultation. We encourage you to contact us for more information.
The Desert Dispatch reported the following: Posted Jan. 3, 2016 at 11:14 AM LOS ANGELES — Role...
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