You put in the hours to earn your overtime pay. And, if you’re a non-exempt employee, no one has the right to keep it from you. Thankfully, that’s not just our opinion—it’s the law.
According to the FLSA (Fair Labor Standards Act), non-exempt employees must be compensated time and a half for any time worked in addition to 40 hours. And the law even allows employees to recover double payment and attorney fees if an employee sues under the FLSA to recover unpaid overtime wages.
Ready to Get Your Overtime Pay?
We can help.
Yours will hardly be our first overtime law case. In fact, we have recovered thousands in overtime pay for Texans like you.
With overtime law, you can have your cake and eat it, too.
Because the FLSA allows wronged employees to sue for their attorney fees in addition to their withheld wages, your expert legal counsel will be covered by your employer.
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FLSA Made Simple
Do I qualify?
Not sure if you’re a non-exempt employee (or even what that means)? If you meet either of the following criteria, then you’re non-exempt and should be compensated time and a half for the time you work in addition to 40 hours each week.
You're an hourly employee who makes less than $455 per week.
If you’re an hourly employee who makes less than $455 per week, then you’re considered a non-exempt employee under FLSA. Plain & simple.
And as a non-exempt employee, your employer is legally obligated to pay you time and a half for any time you work in addition to 40 hours in a given week.
You're an hourly employee who is directly supervised (i.e., you have limited opportunity for independent judgment on the job).
If your work is directly overseen by a supervisor and you have limited ability to make your own decisions about the way your work should be done, then you’re non-exempt and quality for overtime pay.
Of the two criteria, this one can be the most difficult to discern. So, get in touch. We can help you.