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Bailey Cowan Heckaman PLLC’s employment and overtime claims practice has one goal and one goal only—to get workers the money they are entitled to for the work they have done. Do you believe your employer is violating your rights by misclassifying you, refusing to pay you overtime, making you work off-the-clock, or a similar violation of labor and employment laws? If so, you do not have to be afraid that your employer is going to retaliate against you for pursuing a claim. It is illegal for an employer to do so, so you have nothing to lose and everything to gain by contacting our law firm to learn your legal rights and options.
FLSA Overtime Recovery
Settlement in favor of oil field workers in FLSA overtime case
Settlement in favor of oil field workers in FLSA overtime case
FLSA Overtime Recovery
Settlement in favor of oil field workers in FLSA overtime case
Settlement in favor of oil field workers in FLSA overtime case
FLSA Overtime Recovery
Settlement in favor of stockers/merchandisers for a major metropolitan beverage distributor
Settlement in favor of stockers/merchandisers for a major metropolitan beverage distributor
The Fair Labor Standards Act requires employers compensate their employees time-and-a-half their normal rate of pay for hours worked over the standard 40 hours per week. Employers often attempt to skirt around this obligation by misclassifying an employee as exempt or having them perform work off-the-clock. It is also a violation of the FLSA for employers to give employees days off or time off to make it up to their employees for having to work unpaid overtime.
A common myth in employment law is that employers are not obligated to give overtime pay to salaried or flat-rate workers. Sometimes, employers give their employees a salary when they should be classified as hourly workers. The FLSA does not just take salary/hourly into consideration, but rather the total amount an employee is getting paid. The FLSA also takes into consideration whether the employee’s job duties perform a management function, or involves independent decision-making. If, after further evaluation, an employee does not meet the federal requirements for “exempt” status, then they must be paid overtime. If you believe you have an overtime violation case, do not hesitate to speak with an attorney at our firm.
