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Overtime, Minimum Wage, Unpaid Commissions and other “Wage Theft” claims have become the most common methods of employer theft in this country. Each one of these claims has different components and variables so we will discuss each one separately. Let’s start with the most common one- overtime. THE BASICS OF AN OVERTIME CLAIM The most common principle of law known to most employees is the general statement that if an “employee works over forty (40) hours a week for a covered employer, they are entitled to be paid time and one half or overtime for any hours worked over forty.” So why do things always get so complicated? That’s because if you take a closer look at the words in bold above, there are different factors that need to be addressed so that employees know whether they are entitled to overtime pay.
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- 1. You have been fired or will be fired and you are trying to find out information about what your rights are and what to do;
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- 3. You simply want to learn what your rights are in the workplace so that you can avoid being in a bad situation in the future.
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THE INDUSTRIES WITH THE MOST COMMON OVERTIME VIOLATIONS
Certain industry employers are more likely to violate the overtime laws than others. The most common ones we run into are as follows: RESTAURANT AND SERVICE INDUSTRY EMPLOYEES CONSTRUCTION WORKERS OR LABORERS HOME HEALTH CARE AIDES LIMOUSINE DRIVERS HOSPITAL EMPLOYEES MEDICAL SUPPORT STAFF IT HELP DESK EMPLOYEES SALESPEOPLE COMPUTER MAINTENANCE NETWORK REPAIR WORKERS BOOKKEEPERS JUNIOR ACCOUNTANTS PARALEGALS SECRETARIES ADMINISTRATIVE ASSISTANTS
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The Types of Cases We Handle
- overtime claims;
- minimum wages;
- unpaid commission claims;
- high level executive employment agreement disputes;
- race discrimination cases;
- sex discrimination and sexual harassment cases;
- age discrimination cases;
- national origin discrimination cases;
- sexual orientation discrimination cases;
- disability/Americans with Disabilities Act cases (“ADA”);
- Family Medical Leave Act cases (“FMLA”);
- pregnancy discrimination cases; and
- retaliatory termination cases
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