Overtime Attorney in Pittsburgh

Federal wage and hour regulations are detailed in the Fair Labor Standards Act (FLSA). This critical piece of legislation was initially passed in 1938 and has been amended many times over the decades.

The FLSA is intended to protect employees against specific unfair payment and employment practices. For example, it establishes and defines standards around: 

• Minimum wage requirements
• Overtime pay rates
• Limitations on child labor
• Interstate commerce 

Some employers and businesses are exempt from these regulations because of their size or number of employees. However, most businesses in Pittsburgh must operate within the standards of the FLSA. 

For instance, the legislation defines fair overtime pay for employees. All employees who provide more than 40 hours during a seven-day work week must receive overtime pay for all additional hours worked. Overtime pay is calculated as one-and-a-half times their standard hourly rate.

Suppose, for example, that you make $20 an hour. During a standard 40-hour work week, you would earn $800. If your boss requires you to work 50 hours in a given week, the final ten hours of work should be paid as overtime. 

In this scenario, your overtime pay rate would be $30 per hour. Instead of earning $800 for the week, you would earn $1,100.

Most Pittsburgh businesses provide fair and reasonable payment to their workers. But if you believe you’re being underpaid or denied the overtime rate that you’ve earned, don’t hesitate to seek legal counsel with unpaid wages & overtime lawyers in Pittsburgh.

The accomplished team of Pittsburgh attorneys at Morgan and Morgan know how to hold untrustworthy corporations accountable. 

Our expert legal team has a thorough knowledge of both federal and state wage and hour regulations. We’ll fight diligently to ensure that you receive all the compensation to which your labor entitles you.

Some employers may attempt to skirt regulations by failing to provide overtime pay. If your business offers less than time-and-a-half for work over 40 hours in a week, they are underpaying you.

Employers may try to avoid paying overtime by offering employees alternative benefits. This is not a legal option — employers must respect the value of their workers' labor by providing adequate overtime payment.

Some unscrupulous companies attempt to replace overtime payments with one or more of the following: 

• Comp time or additional time off
• Material gifts or bonus payments
• Retirement plan or health insurance contributions
• Profit-sharing options
• Use of company assets, including vehicles, computers, or phones 

If your employer has offered any of these enticements as an alternative to fair overtime wages, contact Morgan & Morgan. You should not have your work undervalued by a stingy or greedy corporation.

Overtime violations are quite common, unfortunately. But some businesses don’t even pay their employees appropriately for their normal work hours. Employers are not permitted to expect or pressure workers to provide labor off the clock, but far too many do.

Some business owners pressure their employees to provide unpaid labor: 

• Before their shifts, such as preparation or set up
• After their shift, such as cleanup or breakdown
• Required work meetings or training sessions
• During lunch breaks or other scheduled downtime
• Commute or travel time at the request of the employer 

Workplace regulations require employers to provide their workers with regular breaks. If your employer is trying to get free labor from you, get in touch with unpaid wages & overtime lawyers in Pittsburgh.  

The seasoned tort lawyers at Morgan and Morgan will hold your employer responsible if they’ve knowingly underpaid you. Don’t let greedy business owners go unaccountable for the wage theft they commit.

Not every worker is entitled to overtime payments under federal wage and hour regulations. Only those who are classified as employees can claim time-and-a-half for hours they work over a normal 40-hour week. 

Workers who don’t necessarily earn overtime are recognized as being exempt from FLSA regulations. As such, some employers attempt to decrease their labor costs by misclassifying employees to avoid paying them overtime. This is illegal and a clear case of wage theft.

Job titles don’t determine whether a worker is exempt from overtime regulations — their workplace duties do. 

The following are examples of exempt workers under the FLSA:

• Administrative, executive, and professional employees
• Teachers and academic administrators
• Outside salespeople
• Seasonal workers
• Amusement park and recreational employees
• Workers at small newspapers
• Newspaper delivery people
• Workers at some small farms
• Casual childcare providers
• Some commissioned employees
• Railroad and motor carrier workers
• Taxicab drivers
• Domestic service providers who are provided room and board
• Movie theater workers
• Independent contractors 

Some businesses misclassify their employees in hopes of avoiding fair labor costs.

For instance, suppose that your employer classifies you as an independent contractor. Independent contractors are paid on a freelance basis, which means that their employers don’t deduct unemployment, Social Security, or Medicare costs.  

Independent contractors are also in charge of their own hours and schedules. These exempt workers typically oversee the methods by which they complete their work as well. 

When businesses fail to accurately classify their employees, they may be subject to legal action. You should never allow an employer to acquire or compel your labor at an unfair rate.

If you believe you’re being underpaid for your work, contact Morgan & Morgan to speak with the premier unpaid wages & overtime lawyers in Pittsburgh. 

Some employees discover that their paychecks don’t meet federal minimum wage standards. If your pay is less than the required minimum wage allowed at the state level, you may have a valid wage and hour claim.

According to the Pennsylvania Minimum Wage Act, employees must earn at least $7.25 per hour, meaning the state's minimum wage is the same as the federal requirement.

However, there are exceptions to this minimum wage standard. Employees who are partially compensated through tips can legally be paid $2.13 per hour. This meets the regulatory requirement so long as the workers' full pay rate equals or exceeds the minimum wage. In other words, tipped workers must regularly receive at least $5.12 in tips per work hour. 

If you believe your employer is intentionally underpaying for the work you provide, don’t allow their iniquity to continue. By taking legal action, you can ensure that you receive a fair wage for your labor in Pittsburgh.

The knowledgeable legal team at Morgan and Morgan thoroughly understands the rules and regulations surrounding employment law. We won’t allow an uncooperative business or corporation to deny you the money that’s rightfully yours.

As America’s largest tort law firm, Morgan and Morgan has the knowledge, skills, and tenacity needed to hold large corporations responsible for the wage theft they commit. 

When your employer has treated you unfairly, you shouldn’t waste your time working with a firm that has limited resources. Large companies will often drag out the legal process in hopes of exhausting the employee’s funds, patience, or both. 

Our firm will leverage our vast resources and decades of experience to secure justice for you. Employees deserve fair and reasonable treatment. Let the team at Morgan & Morgan work to protect your best interests.

Some less-than-reputable tort law firms require their clients to provide upfront payment for attorneys’ fees and legal costs. You should never employ an attorney or firm who demands payment before your case has concluded.

The attorneys at Morgan & Morgan are paid through a contingency approach. When you hire us, we’ll specify a percentage of the financial winnings from your claim. Once we’ve recovered a settlement or won your case at trial, the agreed-upon portion of the final sum will go toward covering the cost of our services.

In other words, you’ll pay nothing until we get you the money you’re due.  

Being underpaid for your labor presents you with enough financial challenges. Victims of wage theft shouldn’t be forced to pay in advance for legal representation. 

Contact Morgan and Morgan to begin the process of seeking restitution at no upfront cost. Our contingency approach guarantees that your legal representative will always operate in your best interests, financially and otherwise. We don’t get paid if you don’t.

In the state of Pennsylvania, claimants have three years to pursue compensation through a wage and hour lawsuit. You’ll need to be careful not to let the statute of limitations expire before you seek legal remediation. 

Our firm will draft and file paperwork on your behalf to guarantee your claim is filed correctly and on time.

Failing to seek compensation before the statute of limitations runs out can result in the dismissal of your wage and hour claim. Don’t let this happen to you.

To speak with our veteran unpaid wages & overtime lawyers in Pittsburgh, complete the brief contact form on our website. Our friendly staff is standing by to review the facts of your case and help you take action on your behalf.

Morgan and Morgan litigators will give you the best chance of recovering the payment you have coming to you. Reach out today for a free consultation.