We are sorry but for one or more reasons, we will not able to assist you in your wage and hourly claim.


Here is some more information and resources that may be able to help you:



Information on Overtime Wage Laws

Federal regulations enforce the overtime law that all employees, except for ones that are ineligible, collect overtime pay for any hours worked beyond the forty hours of a full-time work week.


The amount of overtime wages is one and one-half times the employee's normal rate of wages, and must be paid as actual monetary earnings, not in time off, services, or goods.


Do you feel you are rightfully owed overtime wages from your employer? Contact an employment law attorney in your area today to learn more about receiving the wages that you earned.


Here are some Employment Attorneys and Resources to help you:



Employees who earn a greater income than the amount mentioned above are ineligible from receiving overtime pay if they are paid on a salary, and not on an hourly basis, and if their occupation falls into one of the following classifications:


Creative Professional: Jobs involving talent, invention, and imagination
Learned Professional: Careers that require advanced knowledge in a particular field
Executive: Work related to management
Outside Sales Employees: Sells on the company’s behalf but does not work on premises
Computer Employees: Creates, develops, or modifies computer programs or systems

It is important to note that the job categories listed above can be rather vague, and it is possible that you may still be eligible for overtime wages even if your job falls into one of those categories. If you have questions as to whether your line of work entitles you should speak with an Employment Attorney.


Keep in mind that a work week is defined as seven uninterrupted, full, twenty-four days or a timeframe of 168 hours. The workweek may begin at any day or any time, as long as the starting and ending time and day are used consistently to make a full workweek.  Employees who are entitled to overtime pay may not give up on their prerogative to receive overtime pay.


If you are trying to understand the confusing language and questions surrounding wage and hour claims, use this list of Frequently Asked Questions to help you: http://workersadvocacy.com/faqs/


Here is a link to our site that can also help you learn more about your rights:

http://workersadvocacy.com/learn-your-rights/


Workers are owed overtime wages for working more than forty hours per week in a vast variety of scenarios. Certain state laws and federal law enforce these laws. We have the resources available to assist employees working for employers not compensating them for overtime wages when they should. Overtime usually means earning additional income for hours worked after the worker ends a typical workday, generally an eight-hour day.


Do you have additional questions about laws on overtime pay? Contact a local employment law lawyer as soon as possible to learn more about how to sue an ex-employer.


If you are an overtime employee, your employer must do two things:

  • Maintain detailed time records
  • Pay at least one and a half times your normal rate

To figure out if you are qualified for overtime wages, it is important to ensure you are not exempt. The Fair Labor Standards Act (FLSA) requires employers to pay minimum income and overtime wages. Employers must adhere to the regulations enforced by the act unless an exemption is applicable. The Fair Labor Standards Act only applies if there is a professional relationship. Specific regulations apply for various scenarios. Unfortunately, some employers take advantage of the various regulations, compensating employees less than what is required.


An employer who orders or allows a worker to work overtime is usually obligated to compensate the employee premium wages for such overtime work. Workers protected by the Fair Labor Standards Act must receive overtime wages for hours worked beyond the forty in a workweek of at least one and one-half times their normal rates of pay. The Fair Labor Standards Act does not require overtime pay for work on holidays, weekends, or regular days of rest, unless these hours qualify as overtime hours. The Fair Labor Standards Act, with some exceptions, requires bonus wages to be included as part of a worker's normal rate of pay in calculating overtime.


Contact an employment law attorney in your area today to learn more about obtaining the overtime wages that your employer owes you.


LEARN YOUR RIGHTS. YOU HAVE THE RIGHT TO...
  • Be paid a fair wage for ALL hours worked
  • Be paid overtime when earned
  • Be accurately classified by your Employer
  • Pursue a claim for any money owed to you