Unpaid Wages & Overtime Attorney Las Vegas

What laws provide rights to minimum wages and overtime compensation?

The federal Fair Labor Standards Act sets the federal minimum wage and provides nonexempt employees with the right to overtime compensation.  The majority of employees are either paid on an hourly basis for each hour they work or are paid a fixed salary regardless of the number of hours worked. The majority of those employees paid on an hourly basis must be paid time and one half (overtime) for any hours worked over forty (40) in a seven day workweek. Some employees who receive a salary may be entitled to overtime because their employers have misclassified them as being exempt from overtime. An employee paid a salary may be entitled to overtime compensation.

If you have any questions about minimum wages and overtime compensation, call GABROY LAW OFFICES for a consultation at 702-259-7777 or fill out the online request form.


Wage and Hour Law

Gabroy law Offices Attorneys have extensive experience in helping their clients deal with the stress and provide their clients the experience and passion needed for a successful outcome in these types of cases

Paying a “salary”. If the employer is paying a salary to an employee working over 40 hours a week and the employee is not truly exempt from the overtime requirements, the employer is breaking the law. An employer will sometimes pay a flat rate “salary” ($450 a week, etc.) to an employee working over 40 hours a week and claim the employee is a manager or supervisor. However, if the employee does not regularly supervise two or more people, the employee should normally be paid hourly with overtime pay for hours in excess of forty weekly. The daily duties of an employee will determine whether the employee should be paid overtime. The title of the position the employee holds (supervisor, assistant supervisor, foreman, division manager, etc.) will never determine whether the employee should be paid overtime.

Employee Working Off-the-Clock Time. If the employer requires their employees to do certain tasks before clocking in or requires the employee to work after clocking out, the employer is breaking the law. Also, if an employer pays an employee for only 40 hours a week “on-the-clock” but instructs the employee to work in excess of 40 hours a week or “off-the-clock,” the employer is breaking the law regardless of whether the time is logged by a punch clock or computer.

Unpaid Lunches or Break Time. If the employee is not completely free from his or her duties during a lunch break, the employer must pay wages to the employee for this lunch break. Also, employers usually must pay employees for breaks lasting 20 minutes or less.

Home Work. If the employer directs the employee to work from home, all of the time worked at home should be included as weekly hours worked. If the weekly hours worked on the job, including the hours worked at home, total over 40 hours in one week, the employee should be compensated overtime.

Averaging Two Weeks. If an employer combines two weeks of work to determine the amount of wages owed to an employee without paying overtime in any one week, an employer may not be paying overtime compensation properly. If an employee is working more than 40 hours in any one week (7 consecutive days), any hours worked in excess of forty weekly must be paid at time and a half the hourly rate.

On-Call Work. If an employee is informed by his or her employer that the employee must be on-call, the hours the employee actually works for the company must be paid.

No Overtime Approved Policy. An employer must pay an employee overtime compensation, if an employer allows an employee to work overtime even if the employer has a policy for no overtime pay without prior approval.

We will represent employees with minimum wage or overtime claims. We will also represent clients who were not paid their final paycheck from their employer

The federal and state laws providing for minimum wage and overtime compensation prohibit retaliation against employees who assert their rights to unpaid wages.

If you have any questions about Overtime or Wages, call GABROY LAW OFFICES for a consultation at 702-259-7777 or fill out the online request form.


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Las Vegas Office

GABROY LAW OFFICES The District at Green Valley 170 S Green Valley Pkwy Henderson, NV 89012, USA Phone: Phone: (702) 259-7777 Fax: (702) 259-7704

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GABROY LAW OFFICES 1 North LaSalle St. Suite 1775 Chicago, IL 60602 Phone: Phone: (312) 372-0515 Fax: (312) 372-0520


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