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Protector Of Employee Rights
Seeking justice for employees who have been sexually harassed, discriminated against, wrongfully terminated, denied accommodation for disability or injuries, or retaliated against throughout the state of Florida.
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Do you get paid for every hour you work?

Whether you clock in, log in or sign in to your workday, you may appreciate knowing when your work will begin and end. Your posted schedule allows you to plan your day and your other obligations, and it also allows you to calculate how much pay to expect at the end of the week.

However, does the amount of pay you receive truly reflect the hours you worked? Are there times when you do not receive compensation for work you do? If this is true, it is possible that you are also missing out on the opportunity to earn overtime pay, which is one and one half times your normal pay rate. If you are unsure of your rights regarding fair pay, you may unintentionally be giving your time away.

Is your boss stealing from you?

If you are an hourly employee, the government’s laws requiring your employer to pay you overtime when you work beyond 40 hours a week likely cover you. You are a “non-exempt” employee. However, many employers have found ways to prevent their workers from reaching that 40-hour total, at least on paper. If any of the following have happened to you, your Florida employer may be committing wage theft and denying you the right to earn overtime pay, including:

  • You do not receive credit for time you spend traveling from one client to another or between work sites.
  • Your boss requires you to do preparatory work before clocking in or cleanup work after you clock out.
  • You must eat lunch at your desk, answer phone calls or emails while you eat, or perform other work tasks during your unpaid break.
  • Your employer does not compensate you for time you spend completing projects or answering phone calls at home.
  • If you must re-do work or make corrections, your boss insists you do it on your own time.
  • Your employer makes you clock out but remain on site between customers or during down times.
  • You do not receive pay for the time you spend at mandatory meetings or trainings during work hours.

These are only a few of the ways in which your employer may shave time off your weekly totals. It is wise to keep close track of the time you put in at work and never volunteer to work off the clock. In fact, federal law prohibits your employer from forcing you or allowing you to work when you are not receiving fair, monetary compensation. If you have concerns about discrepancies in your pay, you can seek answers from an experienced attorney.

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