Legal Services

█►.Are you on SALARY and not receiving OVERTIME when you should ? ? (Los Angeles)

Are you on salary and not receiving Overtime Pay for working more than 8 hours in a day or over 40 in a week?

If you answered yes to the above question, I would like to talk to you so that I may determine whether you should be receiving Overtime Pay. Remember that just because the employer puts you on salary doesn’t mean that you are not entitled to Overtime Pay.

California law assumes, until sufficiently rebutted, that ALL EMPLOYEES are entitled to be paid at 1.5 times their regular rate of pay (sometimes referred to as ‘Overtime Pay’ or ‘OT’) for all hours in excess of 8 per day or 40 per week.

Employers often put workers on salary in order to deceive them into believing that they are no longer entitled to Overtime. HOWEVER, neither job title or salary determine eligibility to receive Overtime Pay.

This determination is largely made based on the duties you perform (as laid out in California and federal statutes and Supreme Court case law), NOT on whether you are put on salary or how much that salary is.

I am a licensed California attorney who can help you retrieve what you are owed. I have extensive knowledge of the California Labor Code and will ensure your rights are protected.

The Law Office of Seth E. Tillmon accepts Unpaid Overtime cases on a Contingency Fee basis, meaning that you will NEVER pay a dime in attorney fees unless you receive a recovery.

Call the Law Office of Seth E. Tillmon at
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or
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for a confidential consultation and evaluation of your potential claims.

Please visit The Law Office of Seth E. Tillmon website for more information or to request a call: http://tillmonlaw.com/areas-of-practice/employment-law

Law Office of Seth E. Tillmon
10008 National Blvd., #115
Los Angeles, CA 90034

NOTICE: This is an ad for legal services. No attorney-client relationship exists until attorney and client set forth its terms in a written document executed by both in compliance with California law.

recording time actually worked by the employee on the job, not paying for meal periods and rest breaks, failing to pay overtime for travel time from the office to a work-site and back, not paying overtime for time spent working while traveling, refusing to pay overtime for attendance at training, meetings and lectures, not paying for time spent doing necessary preparations for work such as suiting

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