Overtime Pay Lawyers

FLSA Exempt Vs Non-Exempt

In order to qualify for overtime pay, your employer must be covered by The Fair Labor Standards Act (FLSA). Typically, if a business makes $500,000 or more in annual sales or conducts business between states, then they are covered by FLSA regulations. The FLSA has certain provisions when it comes to overtime pay. Unless exempt, all employees must receive overtime pay if they work more than 40 hours in a workweek.

The following employees are exempt from overtime regulations:

  • Independent contractors
  • Volunteers
  • Executive, administrative, and certain professional employees who are paid on a salary basis
  • Seasonal or recreational business employees
  • Certain computer specialists who earn at least $27.63 an hour
  • Outside salespeople
  • Employees of organized camps/conference centers that operate less than seven months a year
  • Farmers
  • Seamen and workers engaged in fishing operations
  • Employees of certain small newspapers
  • Criminal investigators
  • Caregivers or babysitters
  • Certain switchboard operators

Do you work for an employer who refuses to pay overtime when you work more than 8 hours in a workday? Does your employer misclassify employees so that they don’t have to pay them for overtime? If so, reach out to our highly skilled employment law attorneys at Sanford Heisler Sharp to discuss your situation so that we can determine if you can take legal action to hold your employer accountable for overtime pay violations.

Call 646-512-8609 to speak to our legal team about the ways we can protect your labor rights and fight for the justice and compensation you deserve.

Common Examples of Overtime Pay Violations

Our lawyers possess decades of combined legal experience and are dedicated to leveraging their considerable knowledge to help clients take on some of the largest employers across the nation.

Contact our firm today if your employer uses any of the following devious tactics to avoid paying overtime wages:

  • Forcing employees to work off the clock
  • Paying the regular hourly pay when employees work overtime
  • Deducting overtime pay from bonuses
  • Inaccurate calculations of the overtime pay rate
  • Misclassifying employees as salary exempt
  • Misclassifying employees as independent contractors
  • Failing to keep accurate time records
  • Averaging work hours over more than seven days

Don’t Let Your Employer Get Away With Avoiding Overtime Laws

If you have been wrongly denied your overtime pay, then please consult with our seasoned employment law attorneys at Sanford Heisler Sharp so that we can put our firm’s extensive experience and cutting-edge resources to work for you. Our compassionate legal team understands that overtime violations can create unfair financial burdens for hardworking individuals, which is why we proudly help clients navigate each phase of the legal process and aggressively advocate to protect their rights.

Employment Law

Client Testimonials

Recognized as Law Firm of the Year