Whether you work for a small or large company, if you meet the requirements under California law, you are entitled to overtime pay.
You are also entitled to be paid for all the hours you work for your employer and you are protected under both state and federal law.
If you’ve not been paid in full for all hours worked, you have the right to be represented by an attorney. Employers who violate California wage and hour laws will face serious consequences.
Disclaimer: These verdicts/settlements do not constitute a guarantee, warranty, or prediction regarding the outcome of your case and may not represent the final disposition of the case via appeal, settlement, or by other means.
Based in Los Angeles, we represent clients throughout California, including Los Angeles, Orange, San Bernardino, Riverside, San Diego, San Francisco, Santa Barbara, and Ventura counties. We focus exclusively on Employment Law. Specializing in employment law allows us to fight even harder for our clients.
California employees may file wage claims involving unpaid overtime, unpaid minimum wages, missed meal and rest breaks, unpaid commissions, late final paychecks, off-the-clock work, and wage statement violations.
Common wage and hour violations include unpaid overtime, off-the-clock work, missed meal and rest breaks, minimum wage violations, employee misclassification, unlawful paycheck deductions, and unpaid final wages.
Yes. California employees may have the right to file a wage claim if their employer failed to pay wages, overtime, commissions, or other compensation required by law.
Yes. Employers generally cannot require employees to perform work without pay before shifts, after shifts, during breaks, or outside scheduled work hours.
Meal and rest break violations occur when employers fail to provide legally required breaks or fail to properly compensate employees when compliant breaks are not provided.
Yes. California labor laws generally require employers to pay overtime wages to eligible employees who work beyond applicable daily or weekly hour limits.
Employee misclassification occurs when an employer improperly classifies a worker as exempt or as an independent contractor to avoid paying overtime, benefits, or other compensation required by law.
Yes. California employers are generally required to provide lawful meal and rest breaks to eligible employees. Failure to do so may result in wage and hour liability.
No. California law prohibits employers from retaliating against employees who report wage violations, pursue unpaid wages, or exercise their workplace rights.
Remedy Law Group helps employees pursue compensation for unpaid wages, overtime violations, meal and rest break claims, wage theft, payroll disputes, and other wage and hour violations under California law.
