Time and time again, we at the Shavitz Law Group get the same call from employees cheated out of their wages:
“When I worked for so-and-so, I regularly worked over 40 hours per week but wasn’t paid any overtime wages because I was paid on a salary basis. I didn’t know that I could still be entitled to overtime pay despite my salary status.”
While true, often this call is made much too late.
The federal Fair Labor Standards Act (“FLSA”) protects employees’ rights to seek unpaid wages, including overtime wages, whether those wages were earned as an hourly or salary-paid employee, or on some other basis. However, this law requires that you assert your right to unpaid wages within either two or three years (depending on the circumstances) of the unpaid time worked – though, for some states, your deadline may be longer than three years. Simply put, there is no way around a “statute of limitations.” If you sit on your rights, you lose out while your employer reaps the benefit of free labor.
If you believe you may be entitled to unpaid wages for your hours worked, regardless of whether you are an hourly or salary-paid employee, speak to an attorney as soon as possible to evaluate your claim before it’s too late. The longer you wait, the smaller your claim to back-pay may become because of the running of the statute of limitations. One phone call can make all the difference.
If you have any questions regarding your pay, contact Shavitz Law Group at (561) 447-8888 or visit us at www.shavitzlaw.com for a free, no-obligation review of your circumstances and consultation regarding your rights.
YOU EARNED IT, NOW GO GET IT.