• Who We Are
    • Attorneys
      • Harvey C. Berger
      • Timothy G. Williams
      • Stephanie Reynolds
      • Shelby M. Harris
    • Publications
    • Awards
    • Contact Us
  • What We Do
    • Labor and Employment Litigation
    • Business Litigation
    • Employment Counseling
    • Wage Disputes
      • Commissions and Bonuses
      • Expense Reimbursement
      • Minimum Wage
      • Overtime Wages
    • Sexual Harassment/Discrimination
    • At-Will Employment and Termination
    • Workplace Closures
    • Leaves of Absences and Employment Rights
  • Media Center
    • Legal Updates
    • Publications
    • Awards
  • Results
  • Referrals
  • Contact Us

Send Email


    Please prove you are human by selecting the Star.

    Wage Disputes

    Home What We Do Wage Disputes

    Employers have the duty to pay their employees accurately and on time.

    This includes:

    • Proper calculation of wages
    • Compliance with minimum wage requirements
    • Payment of daily overtime wages
    • Timely payment of wages owed upon termination
    • Payment of commission or bonuses
    • Avoiding improper deductions from wages for breakage, cash shortages, or equipment and supplies

    An employer who fails to pay an employee in accordance with federal and state regulations may be required to not only pay the wages owed but also interest, penalties, attorney’s fees, and court costs.

    Minimum and Overtime Wages

    Employees in California must generally be paid the highest minimum wage applicable to their work. That wage rate may be a city, California, or federal rate.

    Employers in California are also generally required to pay time and one-half for any work that exceeds eight hours in one day or 40 hours in a work week. Most employees are also entitled to double pay for any work that exceeds 12 hours in one day or that exceeds eight hours on the seventh consecutive day worked in a single week.

    Overtime wages must be paid to all “non-exempt” employees, which includes hourly employees and certain salaried employees. Exempt employees, which typically include executives, administrators and certain professionals, are not required to receive overtime wages. Unfortunately, some employers improperly misclassify employees as exempt workers.

    California law and affected employees may bring claims against their employers for the recovery of unpaid wages. Liability can also include interest, penalties, and attorney’s fees.

    Contact

    Berger, Williams & Reynolds, LLP
    401 B Street, Suite 2000
    San Diego, CA 92101

    (619) 234-1222




    Disclaimer | Privacy Notice | Site by BWRLLP
    © Berger, Williams & Reynolds, LLP

      The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-/client relationship. Confidential or time-sensitive information should not be sent through this form.
      testI have read the Firm's Disclaimer and also Privacy Policy

      Please prove you are human by selecting the Truck.