SALARIED WORKERS STILL GET OVERTIME
In California, there are certain exemptions that allow employers to deny paying employees overtime. Whether or not an employee meets those exemptions is typically based on their job duties and responsibilities. There are many situations where employers misclassify employees as exempt from overtime based solely on their job title. For example, the employer will give the employee a fancy job title that includes the word Manager or Supervisor, when in fact, the employee is performing manual or clerical labor according to the employers strict guidelines and protocols. In other words, the employee is exercising independent discretion less than 50% of the time. This is just one factor that plays into whether or not you are properly classified as exempt from overtime.
We have the experience and resources to help you, just as we have helped these and other California Employees who have been misclassified:
- Laboratory Employees
- Computer IT/IS Professionals
- Computer Technicians/Engineers/Programmers
- Banking Employees
- Network Administrators
- Commissioned Employees
- Sales Representatives
- Loss Prevention Employees
- Account Managers/Supervisors
- Managers and Assistant Managers
- Freight Employees
- Securities Brokers
- Commissioned Sales Employees
California employment lawyer
If you are not getting overtime wages and breaks based on an exemption, feel free to contact our office at 877-852-3912 to further discuss whether your employer properly classified you as exempt from overtime. Our firm is a leader in this field of law. We will provide you with a free, confidential consultation.
ARE YOU REALLY AN INDEPENDENT CONTRACTOR OR BEING CHEATED OUT OF BENEFITS?
Independent contractors generally receive less benefits and protections as well as incur more expenses than employees. If you are classified as an independent contractor, you may be getting cheated out of compensation and other protections. In California, this issue is taken very seriously!
There are many factors that are reflected upon in determining whether or not workers are independent contractors or employees. There are usually two threshold requirements for being an independent contractor. If either of the following are true, you are likely an employee and not an independent contractor: (1) You can quit or be terminated at any time without being legally obligated for failure to complete the job; or (2) The person you are working for assigns, reviews, and supervises your work.
California employment lawyer
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