Wage and Hour Laws apply to you.
Employers must pay employees for all the time they work. Off the clock work is still work. The legal standard for what is compensable work is easy to meet. Employers often cut corners and think they don’t owe for work done before or after an employee is “on the clock”. Sometimes employers simply don’t understand complex wage and hour laws.
Do you work extra time you do not get paid for?
Do you attend meetings or perform tasks before your shift or after your shift that your employer expects you to do for free? Do you work from home sometimes without getting paid? Do you answer texts, emails, cell phone calls at home? Do you work during your unpaid lunch break? Are you on call with restrictions that prevent you from doing what you need to do?
Does your employer pay you a salary and not overtime for hours worked?
Does your employer pay you a salary and not overtime even though you primarily perform manual labor? If you supervise employees and aren’t allowed to exercise independent judgment, you may be owed overtime pay.
There is something that can be done about your employer treating you unfairly.
These are all scenarios where the federal and state laws such as the Fair Labor Standards Act (FLSA) or the Kansas Wage Payment Act (KWPA) could offer you protection and a monetary award. Employees are entitled to payment for all time worked and overtime for work beyond 40 hours. You can go back as far as three years in seeking unpaid wages. You may recover overtime pay and the potentially double your damages.
You may think the amount you are underpaid is not enough to call a lawyer.
Every little bit counts. You may think the amount you are underpaid is not enough. It adds up over time and the law helps by allowing us to claim attorney’s fees. Also, these types of claims can be handled as class action lawsuits if the employer is underpaying multiple employees.
Are you an employee who is treated as a subcontractor or independent contractor to save the employer money?
Does the company you do work for pay you as a subcontractor or independent contractor, even though you seem like an employee? That is because you may be an employee. It is against the law to incorrectly categorize or misclassify employees as independent contractors. Even though you have an agreement that calls you an independent contractor, that does not end the discussion. Call us if you only work for one employer who basically tells you when, where and how to do the work but does not pay you as an employee.
The longer you wait, the less your award could be. Contact us now.
