Alabama | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin
YOU Make ALL the Choices When Choosing Your Overtime Pay Dispute Attorney, Lawyer, or Law Firm!
You choose which website or websites to view, who you may choose to contact, and most importantly, who you may decide would be the best choice to represent your legal needs, options, and goals relating to your Overtime Pay Dispute issues.
Overtime Pay Dispute
Overtime Pay is governed by the Fair Labor Standard Act (FLSA). Included in the FLSA are the conditions, stipulations, exemptions, and compliance in overtime and wage and hour issues.
The Fair Labor Standards Act (FLSA) requires employers to pay employees who are not otherwise exempt at least the federal minimum wage and overtime pay for all hours worked over 40 in a workweek.
There are overtime exemptions which based upon occupations, and other specific conditions. However, many of these overtime exemptions require the employer to adhere to very strict guidelines in order to maintain the overtime pay exemption status of each employee.
Covered employees must be paid for all hours worked in a workweek. In general, compensable hours worked include all time an employee is on duty or at a prescribed place of work, and any time that an employee is subjected to work. This generally includes work performed at home, travel time, waiting time, training, and probationary periods.
Overtime laws can be very complicated and confusing to both the worker and the employer. While some employers intentionally deny employees overtime pay, there are also many employers who, due to the complexity of overtime laws, mistakenly do not pay employees entitled overtime pay.
Regardless if the act of denying an employee overtime pay is intentional or unintentional, when the employee is lawfully entitled to receive overtime pay for hours worked over 40 hours per week, the employee must be paid overtime pay for hours worked over 40 hours per week.
If you file an employment or labor dispute claim against your employer they cannot fire you as a result, or your employer may also be faced with a potential employment retaliation legal claim.
If you are successful in your employment or labor dispute claim, your employer must also pay your attorney fees and cost.
Protect your legal rights, make sure you are treated fairly, contact an experience attorney, lawyer, or law firm today!
If you need to explore your Overtime Pay Dispute options, we urge you to then seek the legal advice and representation of professional legal counsel to ensure your legal rights and options are both protected and aggressively represented.
Below are some of our friends that also provide services to your local area:
Overtime Pay Dispute Attorneys, Lawyers, and Law Firms protecting the Legal Rights of those dealing with Overtime Pay Dispute issues in your State, Local City, and Township.