In the state of California, as in the rest of the U.S., employers are required to pay their workers fairly, including compensating them time-and-a-half for any overtime hours worked.
Unfortunately, employers may be negligent in keeping track of hours worked, deny benefits, or even refuse to pay their employees what is rightfully theirs simply to put more money into their own pockets.
At Manfred, APC, our San Diego wage and hour claims lawyer has spent nearly two decades fighting for the rights of California workers who have been taken advantage of by their employers.
Founding attorney Manfred Muecke is a zealous legal advocate who provides personalized, creative, and aggressive approaches to each case in order to seek the resolution that works best for you.
He and the legal team at our firm are here to stand up for your best interests from start to finish.
If your employer failed to compensate you or a loved one for the hours you've worked, contact our San Diego wage and hour claims lawyer online or at (619) 452-1119 to learn more about your options. We offer free consultations to all potential clients.
California Employment Law
- Reimbursement Of Job Expenses
- Wage And Hour Claims
- Wrongful Termination
When Pay Does Not Match Up With Employers' Promises—or the Law
Wage and hour claims are all too common in employment law cases. Employers should know the laws and best practices regarding employee classification and wage and hour matters, such as the following:
- Most employers must pay a minimum wage. Some try to get around those laws by paying in cash or otherwise finding ways around laws covering basic wages.
- Employment contracts must be honored. When an employer fails to pay as promised, an employee is justified in looking for ways to enforce the employment contract.
- Hourly workers must be paid overtime when they work more than 40 hours a week or work on certain national holidays.
- Workers must be correctly classified as hourly or exempt employees. The “exempt” category includes salaried managers and others with supposedly higher levels of responsibility. The catch is when employers label employees as “managers” but treat them exactly like hourly employees except through failure to pay them overtime.
- Hourly employees are entitled to rest breaks. However, workplace practices sometimes result in underpayment of workers who are not allowed to take breaks or are not paid for the time as required by law.
- Workers deserve proper treatment overall, not just in terms of wages. Sometimes employers call full-time workers “independent contractors” but tell them where to go and what to do as if they were employees. They not only avoid paying overtime in many cases but also avoid providing benefits such as vacation, sick leave, and health insurance.
What Injustice Brought You to This Webpage?
Does your employment situation seem similar to any of these examples? Are other employees being underpaid and undervalued? It may be possible to correct the widespread wrongdoing through a wage and hour class action suit.
If you win, you and your fellow workers may be entitled to back pay for:
- Overtime that was not paid at overtime rates
- Vacation pay that you should have received
- The difference between minimum wage and what workers have actually been paid
- Unpaid rest breaks
Consult With a Successful Wage & Hour Law Attorney for Free
At Manfred, APC, you will find the information and advice that you need if you have been exploited through substandard wages or unpaid overtime. Employment lawyer Manfred Muecke will work with you to ensure you receive the fair and just compensation you deserve.