Federal Overtime Laws
The FLSA guarantees American employees a minimum pay rate of 150% of their normal hourly rate for all hours worked over 40 hours in a work week, with very few overtime pay exemptions. Contrary to popular belief, just because an employee is paid on a salary instead of hourly basis, that employee is most likely still entitle to overtime pay. Likewise, the fact that an employee is a supervisor also does not automatically exempt that employee from overtime pay. Many states have additional overtime pay laws in place above and beyond the federal laws governing overtime pay, and these laws can be very complex. It’s important that employees who suspect they have been illegally denied overtime pay to work with an experienced employment lawyer to ensure that all of their rights are protected.
Overtime Lawsuit Damages and Compensation
In overtime lawsuits, cheated employees are able to pursue rightful pay for overtime hours they worked. Employees who engage in successful overtime pay lawsuits can recover back pay for all overtime worked for up to two years prior to the filing of their suits, along with overtime pay for all overtime hours worked until their cases are concluded. In addition to back pay, people who file overtime lawsuits may also be able to recover liquidated damages equal to the amount of overtime pay they should have earned. They may also be able to recover punitive damages and compensation for legal fees. To learn what kind of overtime pay lawsuit damages you may be entitled to, contact an experienced overtime lawyer.
Free Overtime Lawsuit Evaluations
Overtime pay laws can be very complex and are often intimidating to the average American employee. The overtime lawsuit attorneys at Phillips Dayes Law Firm understand our clients’ concerns and can help them navigate the legal process with ease and confidence. If you believe you were denied overtime pay for the hours you worked, we encourage you to contact us to schedule a free overtime lawsuit consultation.