Employment Wages and Hours Violations in California

Wage And Hour Claims Under California Labor Law


Employees have a right to be adequately compensated for their efforts. When it comes to wages and working hours, California and federal regulations offer different benefits for workers. Unfortunately, many employers break these rules, often out of ignorance but more often out of greed. Companies all too frequently tend to take advantage of their workers and cut corners in order to save money.


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Who is in charge of enforcing the law?


The Wage & Hour Division of the United States Department of Labor is in charge of enforcing the FLSA. Investigators deployed across the United States perform inquiries and collect data on salaries, hours, and other working conditions or activities in order to decide if an employer has complied with the law. They can also prescribe improvements in employment policies to bring an employer into line if violations are discovered.


Under the FLSA, it is unconstitutional to fire or discriminates against an employee for filing a complaint or engaging in legal action.


Willful breaches can result in criminal charges and a fine for the offender. A second conviction may result in incarceration. Employers who breach the minimum wage provisions intentionally or regularly face California unpaid wages penalties for each violation.


The FLSA makes it illegal to ship goods across state lines that were made in violation of minimum wage, overtime pay, child labor, or other special minimum wage requirements.


How To Spot Wage and Hour Violations


Wage and hour violations are common. While wage and hour violations can take several forms, the following are some of the more common ones:


1. Failure to pay staff the prevailing wage or the minimum wage


If your employer fails to pay you the minimum wage for each hour you work, you may be entitled to liquidated damages. Liquidated damages are designed to compensate for injuries that are difficult to measure. Your employer's action or omission in failing to pay the minimum wage has caused you to incur additional damages, according to California law. You are entitled to liquidated damages equal to the amount of missed income if you were not paid at least the applicable minimum wage for the hours worked.


2. When overtim