Updated: Nov 28
Filing Claims For Overtime In Pasadena, California
The law that sets salaries and working hours for California employees, known as the California overtime law, is well recognized for specifying when an employee must be paid overtime. In addition, California is renowned for its supportive attitude toward employees and specific rules governing the working relationship between you and your employer.
Both employers and employees should be aware of California's overtime laws to safeguard their rights and stay out of trouble. That said, let's look at California overtime laws and how Pasadena Overtime Lawyers can handle them.
An Intro To California's Overtime Laws
California treats hours above 8 per day or 40 per workweek as overtime, much like the federal wage and hour law.
Employees are entitled to premium compensation for their overtime hours unless they are exempt from California's overtime statute. Employees typically receive 1.5 times their regular pay for hours worked more than 8 per day or 40 per week. The rate increases to double the employee's regular pay rate if they work more than 12 hours in a day or more than 8 hours on their seventh consecutive day of employment.
If you're unsure if you have a viable overtime claim, contact a prescreened Pasadena Employment Law Attorney to help you. A California labor lawyer is experienced in employment law and knows how to assess your claim and possible legal options.
Why Employers Don't Pay Overtime?
Unpaid overtime for employees is a major issue both in California and elsewhere. So, it is often in the best financial interests of the business to classify employees as exempt even when they are not. This is one of the reasons this happens.
The business is typically only forced to pay the back-pay for one employee if they lose in court on an overtime issue. Therefore the financial risk of misclassification is minor compared to discrimination actions where significant unfavorable verdicts may be granted. Even though the legal standard for charging fines for overtime violations is hard to meet, sometimes more punishments are given. Even if the prerequisites for the penalty are completed, it only applies to the first 30 days of pay.
Even though companies may face greater liability if several employees at their workplace file overtime lawsuits, this does not occur frequently. Although class actions are possible for overtime, they are expensive and difficult to bring. As a result, class action lawsuits are typically only successful against big businesses. Most companies only handle one employee's wage and hour case at a time to minimize financial risk.
Several laws are in place in California to support workers in pursuing their overtime claims. One is the capacity to collect legal expenses, which, as was already indicated, aids employees in finding legal representation for their cases.
Another is the potential fines that—while challenging—serve as a motivator for both employees to file a claim and employers to abide by overtime laws and stay out of trouble. Contact a prescreened Pasadena employment lawyer to help you with these claims.
Federal Overtime Regulations
Federal overtime requirements also apply to some employers, often those of a specific size, in addition to California's overtime regulations. As a result, there are significant parallels between California and federal overtime legislation. In addition, it is crucial to stay current on changes to federal overtime laws because they have been changing over the past few years.
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