ARE YOU OWED OVERTIME WAGES OR ANY OTHER FORM OF COMPENSATION SUCH AS COMMISSIONS OR UNPAID VACATION WAGES?
- Are you owed overtime wages from a past or current job? California law assumes that all employees are entitled to be paid at 1 ½ times their regular rate of pay (sometimes referred to as “overtime wages”, "overtime pay", or simply “OT”) for all hours in excess of 8 per day or 40 per week.
- California law also assumes that all employees are entitled to be paid at 2 times their regular rate of pay (sometimes referred to as “double-time wages”, "double-time pay", or simply “golden time”) for all hours in excess of 12 in a day.
- Are you paid on a salary basis and not receiving additional overtime wages when you work more than 8 hours in a day or over 40 in a week?
- Are you owed regular wages by your current or former employer?
- Does your employer make unauthorized deductions from your paycheck?
- Are you owed vacation pay or other compensation by your current or former employer?
- Are you provided with a duty-free 30-minute meal period before you begin your sixth hour of work each day? Are you provided with a second duty-free 30-minute meal period before you begin you eleventh hour of work on any day that you work more than ten hours?
- Are you provided with a duty-free 10-minute rest period on each day that you work at least 3 ½ hours, and are you provided with a second duty-free rest period on each day that you work more than six hours in a day?
Often, when an employer resists paying overtime wages to its employees, the employer is betting that most of its employees, or ex-employees, will not enforce their rights.
Paying off (after legal action or threat of legal action) a small percentage of an employer’s employees is often more profitable than simply paying all of its employees lawfully from the start.
This same concept applies to many other unlawful employment practices.
Employers often know the law, but as explained above, maximizing profits requires them to deny you of your rights under California law.
The Tillmon Law Firm accepts employment law cases on a contingency fee basis.
Under a contingency fee arrangement, the client NEVER owes any attorney fees unless and until a recovery is obtained in the case, at which time the attorney is paid a percentage of the money the attorney has recovered for the client.
Call The Tillmon Law Firm at office phone number (818) 849-6277 or Mr.
Tillmon’s mobile number at (818) 693-4255 for a free, confidential consultation and evaluation of your potential claims.
Visit The Tillmon Law Firm’s website for more information or to request a telephone call from Mr.
Tillmon.
You may submit the short "Request Free Phone Consultation" form and Mr.
Tillmon will personally call you to discuss your potential case: https://tillmonlaw.
com/request-free-phone-consultation/
Please also feel free to view The Tillmon Law Firm’s Facebook page, where you will find approximately 65 detailed descriptions of past cases filed: https://www.
facebook.
com/TheTillmonLawFirm
Office: (818) 849-6277
Mobile: (818) 693-4255
Fax: (424) 675-2811
Seth E.
Tillmon
Attorney at Law
The Tillmon Law Firm
www.
TillmonLaw.
com
*** All initial consultations are always free and 100% confidential.
The Tillmon Law Firm represents employees throughout the entire State of California in order to ensure that employers are held accountable for violations of the labor and employment laws.
NOTICE: Attorney advertising; Attorney licensed to practice law in California only; Not intended as legal advice; No attorney-client relationship created hereby.