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(EMAILWIRE.COM, March 09, 2011 ) Orlando, Florida – California overtime laws state that eligible employees must be paid time-and-a-half their regular rate for hours worked over 40 in a single workweek and eight in a single workday. When an employee is denied overtime pay in violation of California overtime law, they may have legal recourse to recover up to three years of unpaid overtime, or four years in cases of willful violations. Additionally, employees in California overtime lawsuits may also be eligible to recover an equal amount in liquidated damages. To find out if you may have legal recourse after after being denied overtime pay in California, visit http://www.usovertimelawyers.com/california-overtime-laws--2-CA.html today to learn more about overtime laws in California and to receive a free online legal consultation.
California overtime laws are among the most beneficial state wage and hour laws, providing overtime pay to non-exempt employees for both daily and weekly overtime hours. Under California overtime law, eligible employees cannot work more than eight hours in a single workday or 40 hours in a single workweek without being paid 1.5 times their regular rate of pay for their overtime hours. Furthermore, California double time is owed for all hours worked over 12 in a single workday and all hours worked over eight on the seventh consecutive day of work in a single workweek.
There are several ways in which an employer may deny time-and-a-half or double time in violation of California overtime law. For instance, it is illegal for an employer to deny overtime pay to a salaried employee simply because they are not paid on an hourly basis. Furthermore, an employer cannot refuse to pay overtime because the time was not authorized; California overtime laws state that as long as the employer knew or should have known that the overtime work was being carried out, the employee must be paid for this work time, regardless of whether it was required. Lastly, requiring an employee to work off the clock is a violation of California overtime law, and employees who are not paid for pre-shift or post-shift work may have legal recourse. Examples of off the clock work may include the following: taking work home; dropping off mail after a shift; staying late to fix errors or complete job tasks; arriving early or staying late to set up or clean equipment; and participating in pre-shift roll calls or post-shift security checks.
If you were denied overtime pay in California, itÂ’s important to learn your legal rights today. Visit USOvertimeLawyers.com to learn more about overtime law in California and to receive a free case evaluation which can help determine your eligibility for an overtime lawsuit. This online case review is being offered at no cost and with no obligation, courtesy of the unpaid overtime lawyers at Morgan and Morgan.
About Morgan and Morgan
Morgan and Morgan is one of the largest Personal Injury law firms in the country with multiple office locations throughout Florida and the Southeast. The firm handles auto accident cases, personal injury cases, and medical malpractice cases, as well as claims against drug and medical device manufacturers. Visit Morgan and Morgan online at http://www.forthepeople.com for a free case evaluation and information about your legal rights.
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