Houston FLSA Attorney + Overtime Lawyer
When your employer owes you unpaid wages for the hours you’ve worked, you need an experienced Houston overtime attorney. At our employment law firm, we fight to protect the rights of workers. Contact the Houston FLSA attorneys at Craighead Law Firm for a consultation today.
Overtime Law and Minimum Wage (FLSA)
The Fair Labor Standards Act (FLSA) covers specific employees and lays out rules for overtime violations. Oftentimes, people find these laws difficult to navigate, and a Houston FLSA attorney-client relationship can be quite beneficial. Unfortunately, some employers use this confusion to avoid paying their workers proper compensation. Whether you are an independent contractor or an hourly wage employee, we can help you determine whether your employees owes you unpaid wages.
Understanding Overtime FLSA Claims
Suing Your Employer for Unpaid Overtime
Federal and state law mandates that employers pay their employees a minimum wage and overtime for hours worked over 40 hours a week. As the top Houston FLSA Attorney, I know there are exceptions to overtime rules that prevent certain employees from receiving overtime pay. However, oftentimes employers try to misuse those exceptions or trick employees into believing an exception applies. These types of claims commonly arise under the Fair Labor Standards Act (commonly referred to as “FLSA”) and can be very complicated for a layperson to figure out. If you have suspicions about your wages, you should contact us immediately.
There’s no use sitting by idly wondering or worse yet falling prey to your employer’s potential misrepresentations about your wages and what you are owed. Call us today or fill out our contact form, and an experienced overtime attorney will review your case. We will establish whether you are due unpaid wages and advocate on your behalf.
Houston FLSA Attorney Remedies
The FLSA is a burdensome statute to understand because it is very complex. In general, employees are entitled to time and a half for each hour they work above 40 hours in a workweek. There are exceptions to the rule, however. For example, executives, certain employees paid by salary, and various highly-compensated employees are not entitled to overtime pay.
Still, you may be entitled to overtime pay even if you are paid a salary. An employee’s entitlement to overtime pay is not based on whether they are paid a salary alone. Our overtime attorneys know how to navigate these complex laws and determine whether you are exempt from overtime.
When an employee brings a lawsuit to a Houston FLSA Attorney based on unpaid overtime and wages and wins, he or she is entitled to an award of damages which may include:
- what he or she should have been paid over the last two years (or three years in certain circumstances);
- liquidated damages, or a doubling of what the employee should have been paid over the last two years (or three years in certain circumstances); and
- attorneys’ fees and costs.
Remedies may also include punitive damages where it can be shown that the employer retaliated against the employee for asserting rights under the FLSA.
Houston Employment Laws determine what is legal in the workplace and the rights of employees and their employers. These laws exist in order to ensure the safety and fair treatment of workers while also protecting the interests of employers. The laws are based on both federal and state constitutions, administration, legislation and opinions of the court. In some cases, a contract may dictate an employment relationship.
Houston FLSA Attorney FAQ’s
Is overtime law the same in every state?
Overtime provisions are outlined in the Fair Labor Standards Act (FLSA), which is a federal law. Overtime rights and restrictions therefore are the same from state to state. Other labor laws may differ by state, including minimum wage and workers’ compensation.
Who administers rights under the FLSA?
The Wage and Hour Division administers everything detailed in the FLSA.
Is overtime pay only for employees of certain businesses?
According to the Department of Labor, the FLSA’s overtime provisions apply to employees who work for businesses that engage in interstate commerce, usually not less than $500,000 in annual dollar volume of business. However, the Act also applies to some businesses regardless of annual dollar volume, like hospitals, domestic service companies, and higher education institutions.
Who is exempt from overtime law?
There are exempt and nonexempt employees as it applies to overtime provisions in the FLSA. Some examples of exempt employees include executives, outside salesmen, “skilled computer professionals,” farm workers who work on small farms, and babysitters.
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