Experienced Attorneys Enforcing Wage And Hour Laws In California
Under California wage and hour laws, nonexempt workers have many rights, including the right to be paid a minimum wage, the right to overtime pay, the right to daily meal and rest breaks, and the right to immediate payment of all wages due and owing at the termination of employment.
We are knowledgeable in both state and federal employment law. Just as important, we fight for the rights of the people we serve. Our experienced wage and hour dispute attorneys are aggressive trial lawyers. We have what it takes to get results quickly.
At Shanberg Stafford LLP, we represent workers in wage and hour disputes and other employment law matters, including:
- Minimum wage disputes
- Overtime pay disputes
- Unpaid wages
- Unpaid meal and rest breaks
- Unpaid vacation
- Unequal pay
- Harassment and discrimination
- Waiting time penalties
- Employee misclassification
- Child labor law violations
Our wage and hour lawyers have investigated employment law violations affecting nurses. If you are a nurse and your wage and hour rights have been violated, contact us immediately. Nurses and other on-call employees may be owed significant compensation for their employer’s failure to provide legally compliant rest and meal breaks and other protections provided under the law.
Piece-Rate Regulations
Piece-rate or piecework is defined as work paid for according to a set rate per unit. Under a piece-rate compensation plan, nonexempt employees are paid a fixed amount on the basis of the tasks completed or the number of units produced, regardless of the time spent.
In California, the piece-rate earned must equal or exceed the state’s minimum wage rate for all hours worked. Additionally under California law, where nonexempt employees are purportedly paid by the piece, the employer must separately compensate employees for all hours spent performing nonpiece-rate work. This includes compensation for pre- and post-shift duties as well as for waiting time between tasks. Furthermore, an employer must separately compensate a piece-rate worker for all legally required rest breaks and provide overtime compensation, as applicable.
Employers expose themselves to significant liability when they fail to properly compensate their piece-rate employees. At Shanberg Stafford LLP, we have successfully pursued claims on behalf of piece-rate employees who were not properly compensated for all hours worked. Contact us if you believe that you have a piece-rate claim against your employer.
Labor Code Violations
If an employer fails to pay required overtime, it can be held liable for unpaid overtime, penalties and attorney’s fees. In cases where an employer clearly ignored or attempted to circumvent overtime pay requirements, an employee may be awarded overtime pay going back as far as four years, as well as waiting time penalties under the California Labor Code. Employers cannot attempt to settle wage and hour claims for less than the undisputed amount of what an employee is owed — even if an employee signs an agreement that is intended to nullify the right of the worker to seek additional damages.
Do I Have A Wage And Hour Claims Case?
If you’re unsure whether you have a legal basis for pursuing a wage and hour case, ask yourself the following:
- Have you been denied overtime pay?
- Have you been deprived of proper daily meals and rest breaks?
- Are you waiting for your final paycheck after being laid off?
- Have you been denied minimum wage for all hours of work?
Under California wage and hour laws, nonexempt workers have many rights, including the right to be paid a minimum wage, the right to overtime pay, the right to daily meal and rest breaks, and the right to immediate payment of all wages due and owing at the termination of employment.
We are knowledgeable in both state and federal employment law. Just as important, we fight for the rights of the people we serve. Our experienced attorneys are aggressive trial lawyers. We have what it takes to get results quickly.
At Shanberg Stafford LLP, we represent workers in wage and hour disputes and other employment law matters, including:
- Minimum wage disputes
- Overtime pay disputes
- Unpaid wages
- Unpaid meal and rest breaks
- Unpaid vacation
- Unequal pay
- Harassment and discrimination
- Waiting time penalties
- Employee misclassification
- Child labor law violations
The Power Of The California Private Attorneys General Act (PAGA)
In general, California’s Labor and Workforce Development Agency (“LWDA”) is authorized to assess and collect civil penalties against employers that violate certain provisions of the Labor Code. However, the LWDA was unable to investigate and prosecute every individual violation of the Labor Code. As a result, the Legislature enacted the California Private Attorneys General Act (“PAGA”) to allow aggrieved employees to bring private lawsuits against their employers in state court, thereby increasing enforcement and compliance by California employers.
PAGA does two things. First, it provides a civil penalty for certain Labor Code violations for which no civil penalty had otherwise been established previously. Second, it permits any aggrieved employee to bring a civil action to collect civil penalties for Labor Code violations that were previously only available to the LWDA.
PAGA is not an exclusive remedy. It does not limit an employee’s right to pursue or recover other remedies available under state or federal law. This means that you can pursue a claim under PAGA at the same time that you are pursuing claims under other Labor Code sections.
At Shanberg Stafford LLP, we have pursued numerous cases under the PAGA, and have successfully obtained substantial civil penalties on behalf of our clients and aggrieved employees. We have also represented employers in the successful defense of alleged PAGA violations.
Exposing Misclassification
Under California labor law, the presumption is that an employee is entitled to overtime unless they fall under one of the multiple exemptions adopted in California. These exemptions include the inside sales exemption, the outside sales exemption, and exemptions for executive, professional and administrative employees.
Specific requirements for inclusion in the various exemption classifications can also vary by industry and the type of work performed by the business. The Industrial Welfare Commission, a California regulatory agency, has issued wage orders that set forth specific regulations regarding wages, hours and working conditions within various industries. It is recommended that all employers take a proactive approach and retain experienced employment attorneys who are familiar with the California wage orders and the applicable overtime provisions set forth in the California Labor Code, including Labor Codes §§ 510 and 1194. Over the past several years, this area of California law has been heavily litigated and has resulted in substantial settlements and verdicts against employers.
Employers expose themselves to significant liability when they fail to carefully consider how employees are classified. As certain high-profile, multimillion-dollar lawsuits indicate, the consequences of misclassifying employees can be significant.
Defining Child Labor Law Violations
Minors under the age of 18 must be paid at least the minimum wage and applicable overtime rates established by the California Industrial Welfare Commission. Employers who are subject to the federal Fair Labor Standards Act (and most are) must pay the applicable federal minimum wage and overtime rates. Whenever state and federal wage standards differ, the higher wage must be paid.
Fast food restaurants and/or local retailers who employ high school students often encounter problems when they fail to follow restrictions on when students can work. California law maintains strict requirements regarding when minors can work for their employer. In the event the employer fails to comply with these strict time requirements, the employer can be subjected to thousands of dollars of civil penalties per violation.
At Shanberg Stafford LLP, we have successfully pursued claims on behalf of minors whose employers required them to work in violation of the above referenced times and hours. Contact us if you believe your employer, or your child’s employer, is violating these Labor Code provisions.
Contact Us To Get Started On Your Case
Do you have questions about whether you should be paid overtime compensation? If so, your employer may be obligated not only to pay you overtime compensation as well as waiting time penalties. Please call Shanberg Stafford LLP at 866-902-0497 or contact us by email to talk to an attorney thoroughly experienced in employment law. From our office in Newport Beach, we represent clients in California, Washington and across the country.