ARE YOU PAID ON SALARY AND NOT RECEIVING OVERTIME PAY BEYOND YOUR NORMAL SALARY WHEN YOU WORK MORE THAN EIGHT HOURS IN A DAY OR MORE THAN FORTY HOURS IN A WEEK?
If you answered yes to the above question, call The Tillmon Law Firm to discuss whether you should be receiving overtime pay for the overtime hours you work.
Don’t let your employer make illegal profits off of your labor while you and your family go without the compensation the law says you are entitled to.
California law assumes that all employees are entitled to be paid at 1 ½ times their regular rate of pay (sometimes referred to as "overtime wages", "overtime pay", or simply "OT") for all hours in excess of 8 per day or 40 per week.
California law also assumes that all employees are entitled to be paid at 2 times their regular rate of pay (sometimes referred to as "double-time wages", "double-time pay", or simply "golden time") for all hours worked in excess of 12 in a day.
California law also assumes that all employees are entitled to a duty-free 30-minute meal period before the beginning of their sixth hour of work each day, and that all employees are entitled to a second duty-free 30-minute meal period before the beginning of their eleventh hour of work on each day any such employee works more than ten hours.
California law also assumes that all employees are entitled to a duty-free 10-minute rest period on each day that they work at least 3.
5 hours, and that all employees are entitled to a second duty-free 10-minute rest period on each day that any such employee works more than six hours.
Remember, just because your title is "manager", you work on "commissions", or are on a "salary", none of these mean that you are not entitled to overtime pay.
If you have not been paid overtime wages, or even double-time wages, or you have been denied meal and/or rest periods in accordance with California law, you may be entitled to recover your unpaid wages as well as penalties for your meal and/or rest period violations.
California law is distinctly pro-employee and goes above and beyond the protections that federal law mandates be afforded employees.
California law offers several powerful "one-two punches" that can be delivered to employers in order to get them to stop their illegal employment practices and compensate you for the loss of your rights.
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 a Free Consultation" form and Mr.
Tillmon will personally call you to discuss your potential case: https://tillmonlaw.
com/request-free-consultation/
Please also feel free to view The Tillmon Law Firm’s Facebook page, where you will find approximately 50 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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