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Employment Law

Wage & Hour Lawyers in Pasadena, California

California wage and hour laws are legal standards that dictate how employees should be compensated for their work. Understanding these laws is essential for every employee, as they outline your rights and obligations in the workplace. 

If you believe your employer has violated your right to lawful wages, you can discuss the specifics of your situation directly with one of our wage and hour law attorneys. Domb & Rauchwerger has dedicated its practice exclusively to California employment law.

With 29 years of combined experience, our attorneys understand employers’ tactics to avoid liability in complaints and lawsuits filed against them. We can draw on our intricate knowledge and skills to help you seek the justice you deserve. 

Send in our free case evaluation form or call (213) 772-5882 to schedule a free consultation with a Pasadena wage and hour attorney for advice and representation. 

State & Federal Laws Governing Wages & Hours

Many laws protect California employees regarding their hours and the compensation to which they are entitled. 

These include: 

  • Fair Labor Standards Act (FLSA) – This federal law sets basic minimum wage and overtime pay standards. It requires employers to pay covered nonexempt employees at least the federal minimum wage and overtime pay of one-and-a-half times the regular pay rate for all hours worked over 40 in a workweek.
  • California minimum wage law – Under this state law, employers must pay their employees a specified minimum wage. The rate is adjusted annually and varies depending on the employer’s size.
  • California overtime law – This law requires employers to pay non-exempt employees overtime if they work more than eight hours a day or 40 hours a week. The overtime rate is 1.5 times the regular pay for extra hours and double that for work over 12 hours daily.
  • California meal and rest break law – This state law mandates that employers provide employees with a 30-minute meal break after five hours of work and a 10-minute rest period for every four hours worked.
  • California payday law – This law requires employers to pay their employees twice a month on specific paydays and within a certain period after the end of a pay period.
  • California Wage Theft Protection Act – This state law provides additional protections to workers against wage theft. It requires employers to provide written notice to employees about their pay rates, the regular payday, the employer's name, address, and telephone number, and information about workers' compensation benefits.
  • Federal Equal Pay Act – This federal law prohibits wage discrimination by gender. It requires that men and women be given equal pay for equal work in the same establishment.
  • California Equal Pay Act – Like its federal counterpart, this state law mandates equal pay for workers regardless of their gender, race, or ethnicity for substantially similar work performed under similar working conditions.
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Examples of Wage & Hour Violations in California

Employers can violate wage and hour-related employment laws in many ways.

These can include but are not limited to:

  • Failure to pay minimum wage: Employers failing to pay the mandated minimum wage to their employees.
  • Overtime violations: Not compensating non-exempt employees with 1.5 times their regular pay for hours worked beyond 40 in a week or over eight hours in a day.
  • Denying meal and rest breaks: Employers must provide a 30-minute meal break after five hours of work and a 10-minute rest period for every four hours worked. Denying these is a violation.
  • Late wage payments: Employers fail to pay their employees on the designated paydays twice a month.
  • Unequal pay: Paying men and women differently for equal work in the same establishment violates the Federal and California Equal Pay Acts.
  • Misclassification of employees: Incorrectly classifying employees as exempt to avoid paying overtime or providing rest and meal breaks.
  • Wage theft: Withholding wages or denying benefits rightfully owed to an employee, such as underpaying employees or not paying for overtime.
  • Not providing pay stubs: Employers must provide itemized statements with each wage payment; failure to do so is a violation.
  • Not reimbursing business expenses: California law requires employers to reimburse employees for necessary business expenses.
  • Retaliation against employees: Employers are forbidden to retaliate against employees who file a wage and hour claim or assist in related investigations.

Exempt vs. Non-Exempt Employee Classification

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Compensation in a California Wage & Hour Claim

California employees who have experienced wage and hour law violations may be entitled to substantial compensation in successful claims. This compensation includes back pay for any unpaid wages or overtime, calculated from the date of the violation up to a maximum of three years prior. 

In situations where the employer acted in bad faith, intentionally, or with reckless disregard, the employee might also be awarded liquidated damages, effectively doubling the amount of back pay. Moreover, if meal and rest breaks were denied, the employee could receive an extra one hour's pay for each workday that the meal or rest period was not provided. 

In addition, employees may also be eligible to recover interest on unpaid wages, penalties for bounced or late checks, and any legal costs associated with the claim, including attorney's fees. In cases of retaliation or wrongful termination related to a wage and hour dispute, compensatory and punitive damages may also be awarded. Each case is unique, and the specific compensation awarded will depend on the circumstances of the violation.

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Domb & Rauchwerger: Committed to California Workers

Our firm can provide valuable assistance if you believe you have been treated unlawfully in a wage and hour matter. Our Pasadena wage and hour attorneys can help you understand your rights, evaluate your claim, and guide you through the legal process. We have successfully resolved countless employment law violations for workers using our combined 29 years of experience dedicated exclusively to this field.

Discuss your case in a free consultation with one of our attorneys. Contact us online or at (213) 772-5882 today. 

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