January 22, 2025/
Get fair compensation and dedicated legal support from a trusted spinal cord injuries lawyer.
Law Office of Raphael B. Hedwat.
- 5170 Sepulveda Blvd # 350, Sherman Oaks, CA
- Available 24/7
- - SE HABLA ESPAÑOL
- 5170 Sepulveda Blvd # 350, Sherman Oaks, CA
- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
Wage And Hour Attorney Los Angeles
Do California Wage And Hour Laws Apply To Me?
The majority of individuals put forth a lot of effort to make a living. Employees must be compensated for their efforts. Employers are typically required to:
- Pay employees at least minimum wage.
- Compensate employees for necessary business expenses.
- Make timely payments of wages to their workers.
- Pay employees their accrued and unused vacation time at the time of termination.
- Provide employees with accurately written pay stabs for each pay period.
- Provide employees with their meals and rest breaks.
- Pay overtime and double-time pay when necessary.
Meal And Rest Break Violations
When it comes to meal and rest intervals, many employees are uninformed of their rights. If you work more than 5 hours in a workday, you are entitled to at least a 30-minute meal break under California law (which is significantly more favorable to employees than federal labor law). A second lunch period must be supplied no later than the conclusion of the employee’s tenth hour of work when an employee works for more than 10 hours.
Employees must be released of all duties for the duration of the 30-minute meal hour and must be allowed to leave the workplace. Employees may not be stopped or discouraged from taking meal or rest breaks by their employer. By pressing employees to fulfil their jobs in ways that omit breaks, employers cannot undercut the meal and breach the law (e.g through a scheduling policy that makes breaks very impractical).
Our Wage and Hour Attorneys Handle All Types Of Wage And Hour Claims
Most companies and managers who participate in age discrimination do not confess their actual motivations, and instead try to explain their actions by blaming non-age related concerns such poor employee performance, downsizing, staff cutbacks, or corporate reorganization.
Even if there is no “smoking gun” evidence of age discrimination, victims of prejudice can frequently substantiate their claims using circumstantial or indirect evidence.
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5170 Sepulveda Blvd # 350, Sherman Oaks, CA 91403, United States
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Raphael B. Hedwat
