Littlefield Law Practice
REPRESENTING THOSE WHO
HAVE BEEN WRONGED.
IF YOU HAVE BEEN INJURED OR MISTREATED BY ANYONE,
PLEASE GIVE US A CALL AND WE WILL ASSESS YOUR LEGAL RIGHTS AND YOUR OPPORTUNITIES TO PURSUE THE COMPENSATION TO WHICH YOU ARE ENTITLED.
(213) 785-8802 OR E-MAIL INFO@LITTLEFIELDLAWPRACTICE.COM
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我們提供免費咨詢中文專線
(213) 394-0384
*中文服務人員並非律師本人
Wage and Hour
WITH TODAY’S COMPLICATED WAGE AND HOUR LAWS, EMPLOYEES MAY NOT KNOW WHAT THEY ARE ENTITLED TO.
Too often, employees are not paid what they are owed. Many employees trust their boss to pay them what they are owed. Unfortunately, all too often, the boss or owner of a business either doesn’t know how to pay in accordance with our laws or, even worse, may purposely cheat hard working employees out of their wages. This is sometimes referred to as “wage theft.” At Littlefield Law we want to make sure that every hard working person is paid exactly what he/she is owed.
basic employment rules
1. Every 4 hours worked an employee is entitled to an ON THE CLOCK 10 minute break.
This should take place as close to the 2 hour mark as possible. During this break, employees are entitled to do anything they want. Employees are supposed to be relieved of ALL duties from their job.
2. For every 5 hours worked, employees are entitled to a half hour lunch period off the clock.
Again, the employer cannot ask employees to do anything work related during these times.
3. After employees have worked 8 hours, they must be paid 1 ½ times their regular hourly wage.
Meaning, if you make $10 per hour, you are then entitled to $15 per hour after the eighth hour.
4. Employees are still considered to be on the clock if, for any reason, they stay after the eighth hour, whether voluntarily or required.
It doesn’t matter if they are waiting to be checked out by the employer or finishing a task or just brushing up on some last items they didn’t finish, they must be paid overtime.
5. Anyone who works more than 40 hours in 1 week is entitled to over-time pay.
6. A paycheck should have simple explanations.
Regarding the time worked, disclosing how and why they are being paid along with any deductions.
7. If an employee is fired, he/she is entitled to immediate payment of all wages owed for any time worked up to that point.
These examples are in no way an exhaustive list nor intended to serve as legal advice. Should you have any questions regarding wage and hour law, please contact our office and we will be happy to speak with you.
AM I ENTITLED TO
HOURLY EMPLOYEE BENEFITS?
Current employment litigation trends have demonstrated that many
employers misclassify employees as independent contractors or managers.
Employers do this because independent contractors and managers are exempt from overtime laws. While it is true that there are certain employees who are not covered by wage and hour laws, these are exceptions to the rule. Many employers attempt to cheat the employees by using labels to create the impression these exceptions apply even if employees perform work which is protected by wage and hour laws.
What truly determines whether a person is a manager
or independent contractor is his/her job duties, not the title.
For example, among other requirements, employees typically do not qualify under the law as a manager unless they customarily and regularly direct the work of 2 or more full-time employees or the equivalent in part-time employees and their recommendations to hire or fire other employees is given particular weight.
Regular employees are subject to the benefits discussed above as well as many others. On the other hand, independent contractor and managers do not share in all of these benefits.
It is unfortunate when an employer uses such emotionally empowering labels to cheat hard working employees out of their fair wages. Being labeled a manager naturally results in a sense of pride for hard working employees. It is unfortunate that employers sometimes use this emotional appeal to short-change these dedicated employees.
If you have been classified as a manager, are working as an independent contractor or any other position where your boss claims you are not protected by typical wage and hour laws, we would like to assess your situation to see if you truly are exempt from receiving these standard benefits.
If the employer misclassified your job title, you are entitled to recover the money which should have been paid to you, such as overtime or missed rest periods. Please do not hesitate to contact Littlefield Law so that we can do a legal assessment of your job and duties to determine if you are being properly classified and properly paid.
Contact us if you have any questions
about the propriety of how you are being paid.
We can go over your job duties and pay to determine if you are entitled to recover more money than you were paid.
(213) 785-8802 or e-mail info@littlefieldlawpractice.com
About
Littlefield Law was founded by Brandon Littlefield. Mr. Littlefield attended college at UCLA where he earned himself a position on the Dean’s Honor list. He thereafter attended Loyola Law School and again excelled academically, became a Class representative to the student Bar Association, and graduated on the Dean’s list and in the top 20% of his class.
Mr. Littlefield has always had empathy for those who have been injured. Whether it is a life altering physical injury or a financial disparity, Mr. Littlefield has always felt the need to “even the playing field” and help people receive what they are owed. He is known by his peers to fight vigorously for his clients. It was this passion and will that led him to opening Littlefield Law. Littlefield Law concentrates on representing those who have been wronged.
Some clients may have injuries that are acknowledged but nevertheless need aggressive representation to obtain fair compensation. Other clients may need representation to adequately have their voice heard. At Littlefield Law, no case is too big or too small. We do not concentrate on dollars. Rather, it is making our clients whole that matters to us.