WAGE & HOUR
Employees are entitled to receive the proper compensation for hours worked or tasks completed. It is not uncommon for California employers to violate employee wage and hour rights or blur the line between fair and unfair treatment. Fortunately, the state has numerous protections in place that guarantee fair treatment and compensation of employees. If your employer is attempting to avoid paying you the wages you have rightfully earned, it is wise to seek the counsel of a knowledgeable employment law attorney as soon as possible. At the Berenji Law Firm, A Professional Corporation, we are committed to seeing that you are provided a fair and legal wage for the hours that you work. We will immediately begin a careful investigation into your employer’s payment practices and develop a strong case strategy based on the unique challenges of your situation.
Wage and hour disputes can span a wide range of situations including, but not limited to:
You must be paid overtime for more than 40 hours of work per week or 8 hours in a day.
Off the clock work
Many employers will attempt to force employees to work off the clock, or on their own free time. This can include clocking out to run work-related errands, performing pre-shift work before clocking in for the day, or punching out for the day and then continuing to complete job tasks.
Based on your job description and compensation structure, your employer must classify you as either an employee or an independent contractor. Employees receive benefits like reimbursements of business expenses, sick time, vacation and health benefits. Contractors typically do not receive these types of benefits. If you believe your employer has improperly classified you as an independent contractor and you are entitled to employee benefits, contact our firm at once.
Exempt versus nonexempt
An employee is “exempt” from the payment of overtime and the provision of meal and rest breaks if the employee: (1) performs certain job duties required by law; and, (2) gets paid a minimum salary. In contrast, a “non-exempt” employee is entitled to overtime pay and meal and rest breaks. If you believe your employer has improperly classified you as an exempt employee and you should receive overtime pay and breaks, contact our firm at once.
Employers must reimburse their employees for all necessary job-related expenses or losses including, but not limited to, required uniforms, tools, equipment, and/or use of personal vehicles or cell phones to carry out job-related duties. If your employer has failed to reimburse you for required business purchases or use of your personal cell phone or vehicle, please contact our skilled employment attorneys to learn more about your wage and hour rights.