United Employees Law Group’s lawyers have assisted thousands of employees for over 19 years. We can assist you in navigating complex employment laws, and take legal action, if necessary.
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7/08/2023
State and Federal Laws Protect Your Wage and Hour Rights
Minimum Wage
Misclassifying Employees
- “Exempt,” salaried employees are excluded from federal and state overtime rules (i.e., the overtime and break rules do not apply to exempt employees).
- “Nonexempt,” hourly-paid workers who do not meet exempt status requirements are subject to California and federal wage and hour laws, to include those related to overtime and minimum wages and the provision of meal and rest breaks.
- “Independent contractors” typically set their own hours, workplaces, and other business matters. Schedules and timetables determine their pay, which can be per project. Generally, many wage and hour laws, such as meal and rest break, overtime, and other requirements, do not apply to independent contractors.
How Can UELG Law Group Assist if You Have Been Misclassified?
- Examine your work duties honestly to discover if misclassification happened.
- Complete a thorough case investigation to determine all relevant evidence.
- If we accept your case, file all required paperwork.
- Keep you informed of the legal process and your legal standing.
How Can a Wage And Hour Attorney in Los Angeles Help you?
Take action now if you’ve been abused by your employer. UELG Employment Lawyers are knowledgeable with regard to California wage and hour legislation and FLSA. UELG Employment Lawyers can help you recover what may be owed to you. Contact UELG Employment Lawyer at (888)545-0013 to reclaim underpaid hours and earnings.
Overtime
Nonexempt, hourly-paid workers in California who work more than eight hours in a day or 40 hours in a week are entitled to overtime calculated at one and a half times their regular rate of pay.
Workers who work more than 12 hours in a day, or eight to twelve hours on the 7th day worked, must receive double their regular rate of pay.
Leaves Of Absence -- State and Federal Family and Medical Leave Acts
The California Family Rights Act (CFRA) and the federal Family and Medical Leave Act (FMLA) allow eligible employees of covered employers to take unpaid, job-protected leave to care for family members with serious health conditions.
For eligibility, the employee must meet all CFRA and FMLA requirements.
CFRA and FMLA laws require covered employers to offer returning employees the same or similar position, benefits, salary, and responsibilities.
