Practice Areas

Wage and Hour Claims | Overtime Pay | Ross Law P.C.

The federal Fair Labor Standards Act (FLSA) regulates how employers classify their employees regarding overtime pay and all matters relating to wage and hour laws. Just because one is a 'salaried' employed does not necessarily mean that he or she isn't entitled to receive compensation for overtime worked. Our employment law attorneys at Ross Law P.C. have decades of combined litigation experience helping employees protect their rights. Se habla español

One of the largest issues involving overtime pay is related to how employers classify their employees. One way employers avoid paying overtime is by giving their employees a title, a handful of responsibilities, and calling them salaried or "exempt" employee. A salaried employee is typically exempt from the FLSA regulations governing overtime pay. Exempt employees are often required to work long hours, with little or no real management responsibilities or authority, and do not have any recourse for additional pay or benefits. Our lawyers know how FLSA laws are applied regarding specific expectations and job tasks. If you have a title of supervisor, manager, or director, and have no real authority over a department budget or personnel, it may be illegal to exempt you from FLSA regulations. You may be entitled to hourly overtime pay.

Companies will often use every trick they can to pay beneath the federal minimum wage of $5.85 an hour for non-agricultural workers. If you are not a farm worker, and are not being paid the minimum wage, we can help you stand up for your rights. The only way employers are going to pay employees a fair and legal wage is to stand firm. We will help you do that.

Contact us to get help fighting for the overtime pay you have earned for you or your family.