When it comes to your job, it is important to make sure you are being treated fairly and legally so that you can focus on fulfilling your duties, instead of dealing with employment law issues that can create hostility, stress and uneasiness in the workplace.
When an issue does arise, though, it is crucial that you protect yourself and search out answers from a reputable source. At The Rubin Law Corporation, our Los Angeles wage discrimination lawyers can help you through all types of situations, including any wage and hour claims you need to confront.
If you have questions about your particular situation, contact us online or call 310-385-0777 today to schedule an appointment.
On-call time can be a double-edged sword. On one side, it can imply you are considered an important resource; on the other side, the feeling of always being on a short leash outside of normal work hours can build up resentment. While some employers may pay hourly or flat-rate on-call premiums (sleeper pay) to workers who agree to be available outside regular work time, many do not and disputes can arise.
Wage disputes usually come down to the definition of control and use of time while on call.
For example: You are a customer services representative on call to answer questions only, but are otherwise free to control your time. Your employer may only need to pay for the time spent handling an actual call. However, if you are a crisis counselor required to be available on-demand constraining your control over your free time, you may be entitled to compensation for all of your on-call time.
On-call wage and hour claims can become complex. Whether you are an employee paid a split-rate wage that may not be compliant with minimum amounts required under wage and hour regulations, or you are an exempt employee paid an on-call premium that can change your exempt status and thus your past and future overtime pay, we have the experience you need to ensure a fair wage.
Under California’s Labor Code, certain private employers who are awarded public works’ contracts from government bodies are required to pay their employees a “prevailing wage.”
A prevailing wage is a minimum wage set by the Department of Industrial Relations that public works employees in similar industries and locales are paid for their work on such projects. Employers who fail to pay their employees this prevailing wage must not only compensate them for any underpayment but are also subject to significant penalties and fines.
Our Los Angeles wage discrimination attorneys can also handle class action lawsuits for large groups of employees whose company has triggered any type of wage and hour claim. In addition to the issues presented here, we also handle individual and class action cases that involve:
- Off-the-clock wage violations
- Unpaid reimbursements
- Illegal wage deductions
- Employee misclassifications
- Uniform deductions
- Final paycheck violations
- Hospital dual-rate payment plans
- Meal and rest breaks
- Independent contractors
In California, under the current labor code, many wage issues arise because employers are not familiar with how overtime is calculated. If you are asked to work more than eight hours a day, that is seen as overtime, even if the total for the week is less than 40 hours. If you are encountering this issue, or any other wage and overtime issue, please do not hesitate to email us or call 310-385-0777 today. Our lawyers look forward to working with you.