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If you sweat for an hourly wage make sure you are getting paid for all the hours you're employed

By Carraine Radecki

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A bunch of labor attorneys explains that in a lot of their cases pertaining to employment, the grievance is invariably over wage or overtime disputes. When you think about it, if you were to start work fifteen minutes early every day and then stay behind at the end of the day for another fifteen minutes, that could be a whopping 130 hours a year that you are not getting paid, which based on a typical hourly rate of say $18, accounts for a whopping $2,340 which should have been in your wallet.

It is not weird for bosses to want you to boot up the computer and log in before your day starts and you clock in, or to finish off your work before you clock off.

It is right to say that California has fairly harsh labor laws regarding labor and pay, but to guard staff even further a new law that took effect on january 1st has been introduced. The new Wage Burglary Protection Act has been put in place to laid out in clear terms exactly how, when and what staff should be paid.

The concept is to scale back the level of misunderstanding and bafflement about the type of labor and the nature of the advantages that a worker receives. This could only be excellent news for all workers who, all too often, are left in the dark, or there is on the job discrimination moderately in regards to what they have entitlement to.

A Los Angeles labor attorney explains that as of now all Californian corporations, irrespective of industry or size, will have to supply their employees (part-time, full time, and even seasonal) with the following information:

– The way the employee will be paid, i.e. By the hour, waged, commission only piece rate or day’s salary. If the employer is classifying the employee as exempt from overtime, then they should say what exemption rule they feel the worker falls under
– How much the individual will earn (an hour, yearly income, overtime rates, piece rate day wage)
– When the individual will be paid (weekly, bi-weekly, monthly, bi-monthly etc)
– Any allowances that can be claimed as a part of the wage, as an example, meals or housing
– The name or names that the employer is trading as
– Both the mailing address and the physical address of the primary place of business
– A contact telephone number for the key office
– Info relating to Employees Compensation (name of insurance carrier, address and phone number).

What will you do if you're not paid for hours worked you've done? Read on the article of Carraine Radecki and learn how a Los Angeles employment lawyer can help.

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Article Citation
MLA Style Citation:
Radecki, Carraine "If you sweat for an hourly wage make sure you are getting paid for all the hours you're employed." If you sweat for an hourly wage make sure you are getting paid for all the hours you're employed. 7 Feb. 2012. uberarticles.com. 21 Apr 2012 <http://uberarticles.com/legal/if-you-sweat-for-an-hourly-wage-make-sure-you-are-getting-paid-for-all-the-hours-youre-employed/>.

APA Style Citation:
Radecki, C (2012, February 7). If you sweat for an hourly wage make sure you are getting paid for all the hours you're employed. Retrieved April 21, 2012, from http://uberarticles.com/legal/if-you-sweat-for-an-hourly-wage-make-sure-you-are-getting-paid-for-all-the-hours-youre-employed/

Chicago Style Citation:
Radecki, Carraine "If you sweat for an hourly wage make sure you are getting paid for all the hours you're employed" uberarticles.com. http://uberarticles.com/legal/if-you-sweat-for-an-hourly-wage-make-sure-you-are-getting-paid-for-all-the-hours-youre-employed/


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