California’s overtime pay rules are designed to protect workers from exploitation by employers who often ask employees to work extra hours. Violations sometimes occur when employers have wrongly classified workers as independent contractors or exempt employees (such as managers) when, in fact, their jobs are similar to those of other workers who receive overtime pay.
The legal team at the Law Offices of Eric A. Boyajian helps California employees understand their rights, calculate their proper overtime pay and take legal action when employers violate wage and hour laws.
Once you have determined your correct job classification with regard to wages, an examination of how many hours you are asked to work each day or each week may indicate eligibility for overtime pay. If you work more than eight hours a day, more than 40 hours a week or more than six days in a row, your overtime pay should be calculated at time-and-a-half. Or if you work more than 12 hours a day or longer than eight hours on the consecutive seventh day of work, your overtime pay should be double your regular rate.
The hypothetical scenarios described on this webpage are generalized. Additional details in your case may mean that you do or do not qualify for overtime in specific situations. An employment lawyer’s evaluation can help clarify your rights.
Understanding what the law says about overtime pay is one thing, but getting paid correctly when you work extra hours is another. If your California employer asked you to work long hours without paying overtime, you should ask an employment lawyer how to get the overtime pay you deserve.