Gloucester County Overtime Claim Attorneys
Representing New Jersey clients facing overtime legal issues
If you are working more than 40 hours per week without extra pay, your employer may be in violation of a federal overtime law known as the Fair Labor Standards Act (FLSA). The FLSA states that employers must pay eligible employees time-and-a-half their regular rate for every hour worked over 40 in a single workweek. New Jersey overtime laws extend similar standards to smaller employers and require all employers to establish and observe regular paydays. When an employer denies a worker overtime pay and violates the FLSA or New Jersey wage and hour laws, the employee may be able to recover everything he or she is owed—and maybe twice as much—through a lawsuit. The New Jersey overtime attorneys of Richardson Employment & Civil Rights Law, LLC represent employers and employees in disputes involving overtime pay claims. We use our knowledge of state and federal overtime laws to advise our clients—helping employers maintain compliance and defend against claims as well as helping employees receive the wages to which they are entitled.
When do overtime laws apply?
Although many overtime violations are unintentional, some employers routinely and intentionally break the law to avoid paying overtime to their workers. Employers may claim—and sometimes honestly believe—these are common employer practices. But this is not the case. A New Jersey overtime lawyer can help employers understand their obligations and help employees hold their employers accountable. For instance, an employer may force their workers to complete job tasks before clocking in or after clocking out. The employers might average hours over two workweeks, or refuse to pay overtime because the employee did not obtain permission to work more hours. Other wrongful grounds for refusal include failing to pay workers for short breaks, meetings, training sessions, take-home work, and on-call time. Employers also misclassify employees into positions that are exempt from the overtime rules such as executive, administrative, and professional employees. The law, however, strictly defines these categories and provides minimum salary and other requirements for FLSA-exempt employees. If you suspect your employer is wrongfully denying you overtime pay, contact Richardson Employment & Civil Rights Law, LLC.