Unpaid Overtime in California
Attorney advertisement by Edwin Aiwazian of Lawyers for Justice, PC, headquartered at 450 N Brand Blvd, Glendale, CA 91203
In California, wage and hour laws dictate that employers are generally required to pay their employees for all hours worked, including overtime hours. Overtime pay is generally required for any hours worked over 8 hours in a day or 40 hours in a week, and employees must be paid 1.5 times their regular hourly rate for these hours.
Employers who fail to pay overtime wages can be held liable for unpaid overtime pay, penalties, interest, and unpaid overtime lawyer fees. Additionally, employees who have been subjected to unpaid overtime may also be entitled to additional damages, such as emotional distress and punitive damages. Any employee who worked overtime hours, but did not receive the proper overtime pay could be entitled to file and unpaid overtime claim to win back their unpaid wages.
Unpaid overtime is more common than one may think. Many employers are guilty for not paying overtime wages, which is a violation of wage and hour law. If someone believes they did not receive overtime pay, they may be able to file a complaint with the California Labor Commissioner’s Office or pursue a private unpaid overtime lawsuit with the help of an unpaid overtime lawyer against their employer. It is important to consult with an experienced employment lawyer to determine the best course of action for each specific situation unpaid overtime law violation.
Labor Law for Overtime
Labor law regarding overtime varies by state. However, in general, wage and hour laws are enacted to ensure that employees are properly compensated for all overtime pay that falls beyond their standard working hours job duties, and wages.
In the United States, the Fair Labor Standards Act (FLSA) is the federal law that establishes minimum wage and overtime pay requirements for most employees. Under the FLSA, employees who work more than 40 hours in a workweek must be paid overtime pay of at least one and one-half times their regular rate of pay for their job duties.
Some states have their own overtime laws that provide greater protections for employees. For example, in California, non-exempt employees are entitled to overtime pay of one and one-half times their regular rate of pay for any hours worked beyond 8 hours in a day or 40 hours in a workweek, and double their regular rate of pay for any hours worked beyond 12 hours in a day or over 8 hours on the seventh consecutive day of work.
It’s important for employees to be aware of their wage and hour rights under labor laws regarding overtime and to speak up if they believe their employer is not in compliance, or if their employer owes them money. In many cases, employers may be required to pay back wages, penalties, and other damages if they are found to have violated overtime laws.
Overtime vs. Double Time
Overtime and double time are terms used to describe additional pay that an employee may receive for working beyond their standard working or weekly hours. The difference between overtime and double time lies in the rate of pay that is provided to the employee.
Overtime is typically defined as any hours worked beyond the standard working hours of an employee, which is usually 40 hours per week in the United States. Under federal law in the US, non-exempt employees who work more than 40 hours in a workweek must be paid overtime at a rate of at least one and one-half times their regular rate of pay.
Double time, on the other hand, refers to a higher rate of pay provided to employees who work beyond a certain number of hours in a day or week, or on certain holidays. For example, in California, non-exempt employees are entitled to double time pay for any hours worked beyond 12 hours in a day, and for any hours worked beyond 8 hours on the seventh consecutive day of work in a workweek.
It’s important for employees to be aware of the overtime and double time laws in their state or country, as the wage and hour laws may vary. It’s also important for employers to properly calculate and pay overtime and double time wages to their employees; failing to do so could result in legal action, penalties, and overtime law damages.
Is It Legal For A Company To Not Pay Overtime? – FAQ
can an employer deny overtime pay? An employee must be paid overtime unless they meet the test for exempt status as defined by federal and state laws, or unless they are specifically exempt from overtime by the provisions of the California Labor Code.
are jobs required to pay overtime? California law requires that employers pay overtime at the rate of one and one-half times an employee’s regular rate of pay for all hours worked in excess of eight, up to and including, 12 hours in any workday, and for the first eight hours of work on the seventh consecutive day of work.
is it legal for a company to not pay overtime? It depends on the type of worker. An independent contractor, for example, is not necessarily entitled to overtime pay. However, all hourly and some salaried workers are entitled to overtime pay. An employment lawyer can give more information on overtime pay.
Attorney advertisement by Edwin Aiwazian of Lawyers for Justice, PC, headquartered at 450 N Brand Blvd, Glendale, CA 91203