What We Do: Wage And Hour Disputes

We represent employees who have been subject to unlawful actions by their employers, including cases involving:

Alternative work week scheduling: An alternative work week schedule is any schedule that involves an employee working more than eight hours in a 24-hour period. For example, an employee may be scheduled for four 10-hour shifts in a week instead of the customary five eight-hour shifts. While this can be great for employees who desire such a schedule, some employers use alternative work week scheduling to help get around paying overtime. If you believe your employer is abusing alternative work week scheduling, we can let you know whether you have claim.

Minimum wage issues: The minimum wage in California is $11 per hour for businesses with more than 25 employees, and $10.50 per hour for businesses employing 25 workers or less. If you are being paid less than minimum wage, even if you agreed to work for less than minimum wage, you may be entitled to back pay and damages.

Overtime pay issues: In general, employees in California are required to be paid 1.5 times their regular rate if working longer than eight hours in a day, and for the first eight hours worked on the seventh consecutive day in a workweek. Double time is required to be paid for hours worked in excess of 12 hours in a workday and for all hours worked in excess of eight on the seventh consecutive day in a workweek.

Reimbursable expenses: Employers are required to reimburse their employees for certain job-related expenses, which may include training expenses, mileage reimbursements, uniform expenses and other employment-related costs.

Breaks for meals: If you are denied a lunch break or are required to work through your legally entitled break time, you may be entitled to financial compensation from your employer.

Background checks: California has enacted strict regulations on the type of information that employers can use when running a background check on a prospective employee. If you believe that an employer illegally used background information to deny you a job, speak with us.

Employee classifications: Employers are required to classify their employees as being exempt or nonexempt, that is salaried employees or employees who are paid by the hour. Some businesses may classify their employees as exempt in an effort to avoid paying them overtime. If employees are improperly classified, the employer may be held accountable.

Employee Class Actions: Unfortunately, if only one employee’s rights are violated the expense of pursuing a lawsuit will generally negate any potential financial recovery. However, if multiple employees in a workplace are being taken advantage of, a class action suit can help everyone get some form of compensation while ensuring that the employer is held accountable.

Sexual Harassment Claims: Sex discrimination was outlawed by Title VII of the Civil Rights Act of 1964. Over 50 years later, sexual harassment is still an ongoing problem in the workplace. If you believe you are the victim of sexual harassment or are being forced to endure a hostile workplace, we can help explore your legal options.