Pasadena Unpaid Overtime Lawyers

How Much Overtime Should You Receive?

If you’re a non-exempt employee, knowing whether you’re being paid correctly starts with understanding how overtime is calculated. California recognizes two rates: time-and-a-half and double time.

How to Calculate Time-and-a-Half

Time-and-a-half applies to all hours worked beyond eight and up to twelve in a given workday, and to the first eight hours on the seventh consecutive workday. To calculate what you’re owed, multiply your regular hourly rate by 1.5, then multiply that figure by the number of qualifying overtime hours. The result is how much time-and-a-half pay you should have received.

Understanding Double Overtime Pay

Double time applies to all hours worked beyond twelve in a workday, and to all hours beyond eight on the seventh consecutive workday. Multiply your regular hourly rate by two, then multiply that figure by the number of qualifying hours to find the amount of double overtime pay you’re owed.

If you’ve run these calculations and found a discrepancy, speak with a Pasadena unpaid overtime attorney at Domb Rauchwerger LLP. We can determine whether you have grounds for a claim and, if you do, help you take action. Reviewing your pay stubs and time records regularly can also help reveal patterns of underpayment before they compound.

Contact our Pasadena unpaid overtime attorneys by calling (213) 772-5882 today.

California Overtime Pay Violations We Can Fight

Our team has represented workers whose employers violated their rights in a variety of ways. We know what these violations look like, how employers defend them, and what it takes to build a strong case.

We can help you take legal action against your employer for any of the following violations:

Refusing to Pay Earned Overtime

If your employer has paid only your regular hourly rate for hours that should have been compensated at time-and-a-half or double time, you likely have grounds for a claim. We can review your case, gather the evidence, and demand the compensation you’re owed.

Miscounting Your Overtime Hours

Some employers avoid overtime obligations by refusing to count hours accurately. Site-based employees who don’t clock in or out are especially vulnerable to this. Timekeeping systems that round clock-in times forward or round clock-out times back can quietly eliminate compensable time across every pay period. A worker who clocks in at 7:55 a.m. but gets recorded as starting at 8:00 a.m., or who clocks out at 5:05 p.m. but gets recorded as leaving at 5:00 p.m., loses time with each shift. Those minutes add up to real overtime your employer isn’t paying. If you believe your hours are being miscounted, contact an overtime violation lawyer from our firm.

Off-the-Clock Work

Not all unpaid overtime shows up on a timesheet. Employers sometimes require workers to arrive early, stay late, or perform tasks during meal breaks without recording or compensating that time. Pre-shift activities such as equipment setup, system login, or safety checks can constitute compensable work time if the employer controls when and how they are done. The same applies to post-shift tasks like cleanup, lock-up, or mandatory security checks.

When those unrecorded hours push your total beyond eight in a day or forty in a week, your employer may owe overtime on top of the base wages already withheld. California law and the FLSA both require that all hours an employer knows or should know about be compensated. If you suspect you’re working off the clock without pay, an unpaid overtime attorney can help you assess whether those hours qualify and what you may be owed.

Misclassifying Employees to Avoid Overtime

Misclassification is one of the more common ways employers avoid overtime obligations, particularly in Pasadena’s varied job market. Whether a worker is exempt turns on actual job duties and who controls the work, not on job title or how pay is structured.

Independent contractor misclassification is another form of wage theft: workers treated as contractors lose overtime protections even when their day-to-day working relationship is effectively that of an employee. Under California’s ABC test, a worker qualifies as an independent contractor only if the hiring entity can satisfy all three prongs, and many workers labeled as contractors don’t meet that standard. If you believe you’ve been misclassified, we can assess your job description and actual duties to determine whether you may be owed unpaid overtime.

Penalties Employers Face for Overtime Violations

Employers found guilty of overtime violations can face both civil and criminal consequences. Civil penalties include back wages, interest, and liquidated damages. Willful violations can lead to criminal charges, significant fines, and even incarceration under California law.

Knowing the penalty framework gives workers confidence that the legal system takes these violations seriously. California enforces these rules to protect fair labor practices, and workers who come forward have legal protections behind them.

Ready to act? Call (213) 772-5882 or contact us to secure your free consultation with an overtime violation lawyer.

Frequently Asked Questions

What Can I Do If My Employer Retaliates Against Me?

Retaliation can take many forms, including demotion, firing, or other punitive measures. If you suspect retaliation after raising overtime pay concerns, act quickly. Document all interactions and contact an attorney right away to protect your rights. We can work with you to explore legal channels and seek compensation for retaliatory actions.

How Long Does the Overtime Claim Process Take?

The duration of an overtime claim depends on the complexity of the case, the evidence available, and whether your employer cooperates. Some cases resolve through settlement in a few months; others require extended litigation. We provide transparency at every stage, including a realistic timeline based on your specific circumstances.

Can I File a Claim If I’m Paid a Salary?

Yes, in many cases. Salaried employees often assume they’re exempt from overtime, but many salaried positions still qualify under California law if the job duties align with non-exempt criteria. If your employer has been misclassifying and underpaying you, contact us to review your situation.

How Long Do I Have to File an Overtime Claim in California?

In California, the statute of limitations for an unpaid overtime wage claim is generally three years from the date of the violation. Some claims tied to a written contract may carry a different timeframe. Because violations often recur across multiple pay periods, the three-year window can reach back further than workers expect. Contact a Pasadena unpaid overtime lawyer promptly to make sure no recoverable period is forfeited.

Can My Coworkers & I File an Overtime Claim Together?

When multiple employees share the same overtime violation, a class or representative action can allow them to pursue claims as a group. This approach can be more efficient and may lead to broader accountability for the employer. Our practice covers both individual claims and large-scale representative actions, and we can evaluate whether a group claim fits your situation.

Talk to an overtime violation attorney today. Call (213) 772-5882 or contact us online to protect your rights and explore your legal options.