DO YOU SUSPECT THAT YOUR CURRENT OR FORMER EMPLOYER HAS TAKEN ADVANTAGE OF YOU FOR SOME TIME?
IT IS FUNDAMENTALLY UNFAIR TO CONTINUE TO LET YOUR EMPLOYER INCREASE PROFITS WHILE, AT THE SAME TIME, DISRESPECTING YOU AND YOUR EMPLOYMENT RIGHTS.
I would like to talk to you if any of the following are applicable, or you suspect they might be:
- are you owed regular rate wages, also known as “straight time” pay, from a current or former employer?
- are you owed overtime rate wages, also known as “time and a half” pay, from a current or former employer? Any work over 8 hours in a day or over 40 hours in a week must be paid at the overtime wage rate of one and one-half times the regular pay rate.
- are you owed double-time rate wages, also known as “golden time” pay, from a current or former employer? Any work over 12 hours in a day must be paid at the double-time wage rate of two times the regular pay rate.
- are you owed unpaid sales commissions by a current or former employer?
- are you paid on a salary basis and do not receive additional overtime wages when you work more than 8 hours in a day or over 40 in a week? The law presumes that salaried employees are still entitled to overtime wages over and beyond their salary wages for any time they work over 8 hours in a day or over 40 hours in a week.
- are you provided with a duty-free 30-minute meal period before you begin your sixth hour of work each day, and are you provided with a second duty-free 30-minute meal period before you begin your eleventh hour of work on each day that you work more than ten hours? The law permits employees to recover an additional 1 hour of pay at their regular pay rate for each day that an employee is not provided with a duty-free 30-minute meal period according to the timing explained above.
- are you provided with a duty-free 10-minute rest period on each day that you work at least 3 ½ hours, and are you provided with a second duty-free rest period on each day that you work more than six hours in a day? The law permits employees to recover an additional 1 hour of pay at their regular pay rate for each day that an employee is not provided with any of the required duty-free 10-minute rest periods.
- are you owed unpaid vacation hours or other compensation from a current or former employer? The law requires vacation hours to be paid out to employees at the end of the employment relationship.
- does your employer make unauthorized deductions from your paycheck?
Please remember that just because you are called a “manager,” work on “commissions,” or are on a “salary,” doesn’t mean that you are not entitled to additional overtime wages when you work overtime hours.
I am a California-licensed attorney who can help you get what you are owed.
The Tillmon Law Firm accepts employment law cases on a contingency fee basis.
Under a contingency fee arrangement, the client NEVER owes any attorney fees unless and until a recovery is obtained in the case, at which time the attorney is paid a percentage of the money the attorney has recovered for the client.
Call The Tillmon Law Firm at office phone number (818) 849-6277 or Mr.
Tillmon’s mobile number at (818) 693-4255 for a free, confidential consultation and evaluation of your potential claims.
Visit The Tillmon Law Firm’s website for more information or to request a telephone call from Mr.
Tillmon.
You may submit the short "Request Free Phone Consultation" form and Mr.
Tillmon will personally call you to discuss your potential case: https://tillmonlaw.
com/request-free-phone-consultation/
Please also feel free to view The Tillmon Law Firm’s Facebook page, where you will find approximately 65 detailed descriptions of past cases filed: https://www.
facebook.
com/TheTillmonLawFirm
Office: (818) 849-6277
Mobile: (818) 693-4255
Fax: (424) 675-2811
Seth E.
Tillmon
Attorney at Law
The Tillmon Law Firm
www.
TillmonLaw.
com
*** All initial consultations are always free and 100% confidential.
The Tillmon Law Firm represents employees throughout the entire State of California in order to ensure that employers are held accountable for violations of the labor and employment laws.
NOTICE: Attorney advertising; Attorney licensed to practice law in California only; Not intended as legal advice; No attorney-client relationship created hereby.
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