It is a fundamental right that every employee should be paid for all work performed for an employer. If you worked for it, you earned it and you should be paid for your work. The Murphy Law Group has substantial experience representing employees or groups of employees who have been denied wages or overtime compensation. Whether you have not been compensated for work performed during unpaid meal breaks, for work performed before and after your scheduled shifts, been denied minimum wages, or if your employer has failed to properly pay you overtime compensation, the Murphy Law Group will fight for your earned wages.
In general, the Fair Labor Standards Act (“FLSA”) requires employers to pay employees for all hours worked and to provide compensation at a rate of at least 1.5 times an employees regular rate of pay when the employee works in excess of 40 hours per week. Additionally, the FLSA requires employers to keep wage and hour records, and creates a right of action for covered employees. In Pennsylvania and New Jersey, there are state statutes that govern the payment of wages to employees including, the Pennsylvania Minimum Wage Act and the Pennsylvania Wage Payment and Collection Law. If you believe you are not properly being compensated, you should contact an experienced employment lawyer who handles wage and hour claims to discuss your concerns.
How Employers May Violate Federal and State Wage & Hour Laws
Off the Clock Work
All employees must be paid for all work performed for an employer. The following are a few examples of where employees may perform work “off the clock” for an employer without compensation:
- Work performed before and after scheduled shifts
- Time spent working from home
- Time spent putting on a uniform or employer required equipment before and after scheduled shift
Work Performed During Unpaid Breaks
Many Employers provide unpaid meal breaks for employees during the work day. In order for an employer to deduct pay during a scheduled shift for a meal break, an employee must receive an uninterrupted meal break. If your unpaid meal breaks are frequently interrupted or you are otherwise not completely relieved of duty during your meal breaks, you may have a claim for unpaid wages or overtime compensation.
In general, employees are classified as either exempt or non-exempt for overtime purposes. If an employee is classified as exempt (i.e. salaried), they are exempt from certain overtime requirements and are not entitled to overtime compensation. If an employee is classified as non-exempt (i.e. hourly), they are entitled to overtime compensation for hours worked over forty (40) in a work week. If an employer misclassifies an employee, significant penalties can be assessed including back pay, liquidated damages, attorney’s fees, and costs.
The Murphy Law Group is Dedicated to Recovering Unpaid Wages and Overtime Compensation for Employees
The Murphy Law group represents individuals or groups of individuals who have not been paid in accordance with federal and state wage and hour laws. Michael Murphy, the founder of the Murphy Law Group, has successfully representing many employees, both on an individual basis and on a class or collective basis, who have been unlawfully denied wages or overtime compensation. Mr. Murphy has represented registered nurses, correctional officers, technicians, and other employee classifications in wage and hour disputes against both public and private employers and recovered millions of dollars for worked who have unlawfully been denied wages.
Do I have a Claim to Unpaid Wages or Overtime Compensation?
- Have you been denied overtime compensation?
- Have you performed work before or after scheduled shifts without compensation?
- Have you performed work during unpaid meal breaks and not been compensated?
- Have you performed work off the clock and not been compensated?
- Have you been misclassified?
- Have you been denied a minimum wage?
If you answered yes to any of these questions, please contact the Murphy Law Group immediately for a free consultation. Please keep in mind that your claim to wages is governed by an applicable statute of limitation so you should contact us immediately so that your claim is not forever barred.
You can contact the Murphy Law Group today by calling 215-375-0961, by filling at our online form or by emailing us firstname.lastname@example.org.