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California has strict labor laws protecting employees who work beyond standard hours. When employers fail to pay proper overtime wages, workers lose income they have legally earned. Mercer Legal Group represents employees throughout California in overtime violation cases, helping recover unpaid wages and holding employers accountable under state and federal law.
Overtime violations occur when employers fail to compensate employees according to California’s wage and hour laws. Under the California Labor Code, non-exempt employees must receive 1.5 times their regular rate for hours worked beyond 8 in a day or 40 in a week. Hours exceeding 12 in a single day require double time pay.
Many employers attempt to avoid these obligations through improper classification, off-the-clock work requirements, or incorrect calculation methods. These practices violate California law and may entitle affected employees to recover unpaid wages, interest, and penalties.
The most direct violation occurs when employers simply refuse to pay overtime rates for qualifying hours. This includes situations where employers pay straight time for all hours regardless of daily or weekly totals, or cap reported hours to avoid triggering overtime obligations.
Employers sometimes classify workers as exempt from overtime when they do not meet legal requirements. California law sets specific criteria for exempt status based on job duties and salary thresholds. Incorrectly labeling employees as managers, independent contractors, or salaried exempt workers denies them overtime protections they deserve.
Requiring employees to perform work duties before clocking in or after clocking out violates wage laws. Common examples include mandatory pre-shift meetings, post-shift cleanup, responding to work emails from home, or completing paperwork outside recorded hours.
Employers must calculate overtime using the employee’s regular rate of pay, which includes bonuses, commissions, and certain other compensation. Using only base hourly rates when calculating overtime can result in underpayment.
California requires employers to provide meal periods and rest breaks. When employees work through breaks without compensation, this can affect overtime calculations and trigger additional penalties under California Labor Code Section 226.7.
Overtime disputes require detailed analysis of pay records, time sheets, and employment classifications. Employers often have legal teams and HR departments prepared to defend against wage claims. An attorney can evaluate your situation, calculate the full amount owed including penalties and interest, and present your case effectively.
California imposes strict deadlines for filing wage claims. Missing these deadlines can permanently bar recovery. Legal representation ensures proper documentation and timely action to protect your rights.
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Our attorneys focus on employment law and have extensive experience handling overtime violation cases throughout California, including Los Angeles, Long Beach, and the greater Southern California region. We understand how employers attempt to minimize overtime liability and know how to counter these tactics.
We conduct thorough investigations to identify all unpaid wages and applicable penalties. Our team handles negotiations with employers and their insurers, and we prepare every case for litigation if a fair resolution cannot be reached through settlement.
Employees working more than 8 hours per day or 40 per week in California must be paid 1.5 times their regular rate. Employees must be paid double time for working more than 12 hours or seven days.
No, businesses cannot do this without pay. You must accurately record and pay overtime for all hours.
If you suspect your employer is violating overtime laws, record any unpaid overtime, including dates, times, and work descriptions. Consult an experienced California work laws overtime lawyer about your case and options.
Three years from the violation date is the California overtime violation statute of limitations. Talking to a California work laws overtime lawyer early may assist you in filing your complaint.
Companies cannot retaliate against overtime whistleblowers. Reporting California work laws overtime violations might result in demotion, firing, or harassment.
