The federal Fair Labor Standards Act (FLSA) sets standards that employers must follow regarding minimum wages, overtime wages, and when an employee can be paid an hourly wage versus when an employee must be paid an annual salary. Under the FLSA, employers are required to pay hourly employees a “minimum wage,” and overtime pay when employees work over 40 hours in one week. In addition tot he FLSA, each state has enacted their own employment laws that businesses must follow.
The Fair Labor Standards Act applies to hourly workers, employees that are commissioned or bonus based pay and salaried employees.
Unfortunately, sometimes employers disregard their legal duty to provide you the minimum compensation required under the law. Attorney Brent Wieand will stand up to large employers that commit employment law violations such as failure to pay the minimum wage and overtime related offenses. He is proud to provide expert legal advice to workers who have been denied overtime, are being paid less than the minimum wage, are required to work unpaid hours or have been misclassified as exempt.
As of 2009, the national minimum wage is $7.25 an hour for every hour the employee works. However, there are limited exceptions are made for employees in training and employees receiving tips. In addition, states have the option of raising the minimum wage and many have chosen to do so.
Under the FLSA, employers are required to pay employees one and a half times their hourly wage for every hour employees work over 40 hours in one week. Employers are prohibited from changing the days an employee works in a week to avoid paying overtime wages to employees.
The Wieand Law Firm can help you determine your rights concerning proper classification as hourly vs. salaried employee, overtime pay and receipt of the required minimum wage under the law. If you believe your employer has committed wage law or overtime violations, call us today for a free legal consultation at (215) 666-7777.
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