Washington DC FLSA Lawyer

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DC FLSA Lawyer

When an employer breaks guidelines of overtime pay or minimum wages set out by the federal Fair Labor Standards Act (FLSA) it may warrant the need for a reliable Washington DC FLSA lawyer that employees in DC and the surrounding areas can rely on.

When an employee suffers from FLSA violations it can be critical to enlist the help of a lawyer to protect their rights and to seek the compensation they deserve. Employee laws are complex and it is not advised that employees try to pursue these kinds of claims without the help of a lawyer who is experienced at successfully helping their clients hold unlawful employers accountable for their actions.

For many people, the idea of telling their employer that they are doing something wrong is daunting enough, but the idea of filing a legal claim and potentially taking them to court is positively overwhelming. When an employee is still trying to keep and do their job during this process, it can feel incredibly uncomfortable. If you work in the Washington DC area, having a reliable Washington, DC FLSA lawyer on your side can help you to feel less alone. When you have a good lawyer on your team, they will guide and protect you throughout this difficult but important process.

Fair Labor Standards Act (FLSA)

The Fair Labor Standards Act of 1938 is a labor law in the United States that requires employers to pay certain types of employees at least one and a half times their regular hourly rate, when they work more than forty hours in a seven day period (or whatever time period is considered to be one week). The kinds of employees that employers are supposed to give this wage rate to are called non-exempt employees.

Even though the specifics are much more nuanced than what is described here, under the FLSA there are exempt and non-exempt employees. Workers who fill rolls that are categorized as, administrators, professionals, executives, and contract workers, are typically considered to be exempt employees and typically are not paid overtime for working over 40 hours a week. Non-exempt employees are typically hourly wage earners who come from a wide range of industries and types of jobs. Store clerks, construction workers, nurses, gardeners, house & office cleaners, gas station attendants, theater attendants and babysitters are just a few of the jobs whose employees are typically considered to be non-exempt workers.

Unfair and Dishonest Employers

Even though there are many honest and fair employers out there, there are an unfortunate many who will try to avoid paying overtime to there non-exempt employees by claiming that there positions are in fact exempt. As well, many of these less noble employers will take advantage of workers who do not know about or understand the laws that affect their wages. Many times an employer claims exempt status for employee even though this does not follow the guidelines set by the government that define whether or not a worker is an exempt employee.

If you think you are being taken advantage of by your employer, a FLSA law firm Washington DC non-exempt employees recommend may help you to make more informed decisions about whether or not you should pursue trying to get an unfair employer to be liable for their illegal practices.

Fear of Employer Retaliation

Many employees of unfair and dishonest employers are fearful of trying to stand up for their rights. Many strong, intelligent and skilled employees are scared that if they ask their employer to give them the wages they are entitled to, including back pay from before the employer spoke up, that they will be fired. And even though the FLSA bars employers from firing employees who are contesting their employer’s practices, docking their pay, making threats, or using forceful, intimidating or violent tactics, unfair and dishonest employers have been known to do these things.

Protection From Unfair and Dishonest Employees

Even though it is illegal for an employer to retaliate against an employee for filing a complaint regarding overtime pay, many employers have been successful in doing this. Another tactic for doing this is to fire someone for “other” (i.e. made up, or less than factual) reasons that the employer may claim has nothing to do with the employee’s complaint, even though it may be apparent that the employer did not have plans to fire the employee prior to his or her complaint.

If you have asked your employer for the wages that you are entitled to under the FLSA and they have denied you this right, or if you want to speak up but are not sure how, a safe place to discuss these situations and more is with an experienced F:SA lawyer at a reputable law firm that has successfully defended employees against their unfair employer’s wage practices in the past.

For a FLSA law firm Washington DC employees and their families recommend with over 30 years of experience with protecting the rights of employees in Washington DC and the surrounding states, contact Cohen & Cohen for a free case evaluation, today.

FLSA Violations

Fortunately, many employers are good and honest people but the unfortunate reality is that there are ones who are not. If you are one of the unfortunate employees of a dishonest employer, there are many different ways that your employer may be trying to nickel and dime you on your pay. More common violations of FLSA laws that often warrant the help of a lawyer include but are not limited to:

Overtime Not paying overtime of at least your hourly rate plus half of that, for every overtime hour you work.

Misclassifying Employers often misclassify employees as, independent contractors, in order to avoid having to pay overtime wages.

Exempt and Non-Exempt Some employees are under the misunderstanding that they are exempt and can’t get overtime pay if they are paid a flat salary or have a job title such as supervisor or manager. It is the law that non-exempt employees are supposed to get overtime pay.

Off the Clock Work Employers are not supposed to ask employees to do unpaid work while they are off the clock.

Retaliation An employer is not supposed to do anything that could be construed as retaliative if they find out about an employee has complained about FLSA violations.

If your employer has committed any of the above, there is a good chance that you are entitled to compensation and will need a trustworthy Washington, DC FLSA lawyer. There are many other FLSA violations that are not mentioned here. If you think that your employer is not paying you fairly or violating the FLSA in other ways, it may be time to call a reputable lawyer now.

Wage and Hour Laws in Washington DC

Even though many strides towards improvement have been made for workers rights in the past century, their is still a great need for FLSA attorneys Washington DC workers can rely on.

Our Washington, DC Fair Labor Standards Act attorneys fight vigorously to ensure that employees are compensated as required by law.
Although they affect almost all of us, surprisingly few people fully understand federal and state wage and hour laws. These laws dictate how much employers are required to pay employees and mandate that employers must appropriately compensate employees for their overtime work.

Some employers are even unaware of the full implications of these laws. Whether intentional or inadvertent, thousands of employers take advantage of their employees by failing to pay minimum wage and overtime as mandated by law. If you believe that you are not receiving minimum wage or overtime as required by law, contact our highly rated FLSA attorneys Washington DC employees are fortunate to have on their side.

Minimum Wage

Minimum wage is the lowest rate of pay that any employer can legally pay an employee for hourly work.
As of July 1, 2016, the minimum wage rose from $10.50/hour to $11.50/hour in Washington DC.
In Maryland, the current minimum wage is $9.25/hour and will rise to $10.10/hour effective July 1, 2018
Virginia, like some states, does not set its own minimum wage. Instead, they adopt the federal minimum set by the Fair Labor Standards Act. This amount currently stands at $7.25/hour.

If you do not receive minimum wage pay, it may be in your best interest to discuss your situation with a highly rated team of FLSA attorneys Washington DC workers are fortunate to have available to them.
If you live in Washington DC or in the surrounding states and think that your employer is not following the laws set forth by the Fair Labor Standards Act, contact one of the knowledgeable FLSA attorneys Washington DC is fortunate to have access to at Cohen & Cohen

In most states, certain employees are exempt from minimum wages laws. In D.C., for example, employers can pay handicapped workers less than the minimum wage if the employer obtains a certificate from the Department of Labor. Other exceptions include children under 18 years of age, the elderly, and students who attend an institution that employs them. In certain circumstances, minimum wage laws may not be applicable to these groups.
In Washington, DC, employers must pay tipped employees $2.77 per hour and the employer is required to compensate employees if their weekly pay, including tips, does not meet the current minimum wage.

In addition, employers may not deduct expenses except as allowed by law. Employees must receive an itemized statement with each paycheck detailing any deductions. Our Washington, DC Fair Labor Standards Act attorneys understand these often complex laws and will work to aggressively defend your rights by law. If you are looking for qualified FLSA attorneys Washington DC can count on, contact Cohen & Cohen

Overtime Pay For Residents of Washington DC

Most states have laws that require employers to pay their employees at least one and one-half times the regular rate of pay for all hours worked over 40 in a given week. Even in states that have no such laws, employers are still bound by the overtime provisions of the federal Fair Labor Standards Act.

Much like the minimum wage laws, overtime laws include a number of exemptions.

In D.C., for example, the largest restriction is on employees who serve in executive, administrative, professional, computer, or outside sales positions. These types of employees are not legally entitled to overtime pay. Other exceptions include people employed in private households who live on the premises, seaman, railroad workers, newspaper delivery people, parking lot attendants and car washers.

If you think that your employers is not paying you what you are entitled to, or if you just want a sound legal opinion, contact one of the FLSA attorneys Washington DC employees are lucky to have available to them, at Cohen & Cohen for a free case evaluation 24 hours a day, 7 days a week.

Many employers erroneously believe that all salaried employees are exempt from overtime pay. When determining if a salaried employee is exempt or not, the law considers the actual duties of the employee, not their official title. Although the law is clear as to the duties that make an employee exempt, your official job duties may not be as clear. Cohen & Cohen’s FLSA attorneys Washington DC community members recommend, may be able to help you to understand your rights and if they are being violated by your employer.

Despite the exceptions to overtime and minimum wage laws, employers are wise to err on the side of compliance. Not only may this improve employee morale, but also, it will protect them from expensive and embarrassing wage and hour lawsuits. Although it is the responsibility of the employer to be aware of and adhere to the law, the regulations, especially with regard to overtime pay can be complicated. Sometimes well-intentioned employers may fail to understand the law, or unscrupulous employers may try to deceive you into believing that you are not eligible for overtime pay. If you believe your employer has denied you the overtime pay that you deserve, either intentionally or unintentionally, contact one of our knowledgeable FLSA attorneys Washington DC workers can rely on, today.

Other Provisions Under the FLSA

The Fair Labor Standards Act contains several other provisions to protect the rights of workers. Employers must keep time and payroll records for a minimum of three years. These records can be useful if you have not received minimum wage pay or overtime pay. Remember, however, that you should keep your own records as well.

Employers must pay wages at least twice per month, and within 10 working days of the end of the pay period. In addition, employees in Washington, DC are entitled to accrue sick leave at a minimum of 1 hour per 87 hours worked (based on the total number of employers). An employer can only garnish wages if they have a court order. If your employer has garnished your wages without a court order or is not adhering to the Fair Labor Standards Act, our FLSA attorneys Washington DC is proud to call its own, may be able to help you.

For employees, understanding your rights under the applicable wage and hour laws is critical. Lawmakers designed these laws to protect employees from exploitation. If you work for an employer who is not meeting standards, you may be entitled to compensation. However, the time you have to recover your back wages is limited. Whenever possible, keep detailed records of the hours you have worked and your pay, and retain any pay statements that you receive. If you believe you have been a victim of a wage and hour violation, contact a licensed team of FLSA attorneys Washington DC victims of these violations can count on, as soon as possible.

Whether you know you have a case or just think you might have one, the FLSA attorneys Washington DC trusts at Cohen & Cohen, are available for a free case evaluation any time of the day or night, 365 days a year.

For a highly rated Washington, DC FLSA lawyer, contact Cohen & Cohen for a free case evaluation, any time of the day or night, any day of the year.