Experienced Employment Lawyer in Costa Mesa, California

Aryeh Leichter, the Leichter Law Firm, APC founder, and employment law attorney in Costa Mesa, believes the city’s over 113,000 residents deserve access to experienced legal representation when they have suffered any unlawful mistreatment in the workplace.

Since the Costa Mesa economy relies heavily on retail and services, including the commercial activity at the South Coast Plaza that generates over $1 billion in annual revenue, much of the city’s workforce relies on wage and overtime pay to support their livelihoods.

When their employers violate the California Labor Code and Fair Labor Standards Act (FSLA) that regulate minimum wage, overtime wages, overtime eligibility, and govern California overtime laws, the skilled Orange County employment lawyer at Leichter Law Firm, APC is there to help each client understand how they can pursue a legal remedy for their unique circumstances.

He can help you understand your workplace rights too, starting with a free consultation today.

The Leichter Law Firm, APC Costa Mesa Employment Law Attorney Practice Areas

The skilled employment lawyer in Costa Mesa at the Leichter Law Firm, APC manages each case that his office represents, assuring all clients their legal needs will not be shifted from attorney to attorney or overseen by a paralegal.

His focus on personalized representation and customized legal strategies allow him to manage all employment law cases with confidence, including those in the following practice areas:

If you have been subjected to unlawful behavior in the workplace, contact the experienced Costa Mesa employment law lawyer at the Leichter Law Firm, APC today to learn more about your legal rights and options to hold your employer accountable for your complete recovery needs.

Can I Pursue My Costa Mesa Employer for Missing Overtime Pay?

California employers must pay non-exempt employees overtime wages when they work over 40 hours a week.

Unfortunately, some employers misclassify employees to avoid paying overtime wages. Not only is misclassification to boost the company’s bottom line unethical, but it is also illegal.

California employers may legally deny overtime pay to exempt employees identified by the FLSA — including independent contractors.

The five other exemption categories include:

  • A computer professional exemption applies to computer workers in independent, creative environments such as computer programmers and systems analysts.
  • A professional exemption applies to certain professionals licensed or certified by the State of California and primarily engaged in the practice of a recognized profession such as medicine, education, architecture, or engineering.
  • An administrative exemption applies to a certain office or non-manual workers whose duties and responsibilities are directly related to management policies or the general business operations of their employer or employer’s customers.
  • An executive exemption applies to company executives and high-level managers who customarily and regularly direct the work of two or more other employees who have the authority to hire or fire other employees or whose suggestions and recommendations are given weight.
  • An inside sales exemption applies to salespeople who earn a base pay and commission more than 1.5 times the current California minimum wage requirement.

While most exempt employees earn a salary greater than two times the current California minimum wage as required by the administrative, professional, and executive exemptions, their roles may require working extended hours without receiving fair compensation.

If you believe you are being wrongfully misclassified, so your employer can avoid paying overtime wages, contact the knowledgeable employment law attorney in Costa Mesa today to schedule a free consultation to discuss your case.

What is the Legal Overtime Pay Rate in Costa Mesa, California?

California overtime law sets the overtime pay rate for an employee working more than eight hours a workday and forty hours in a workweek.

That rate is one and a half times the employee’s normal pay.

If an employee works more than twelve hours a day or more than eight hours on the seventh consecutive day, they must be paid double their normal pay rate.

Combined with other employment expenses, the overtime pay rate in California is one of the leading factors for employee misclassification.

Those expenses may include:

  • Minimum wage
  • Payroll taxes, including Social Security and Medicare taxes
  • Medical leave and paid time off
  • Rest and meal breaks
  • Unemployment and disability insurance
  • Workers’ compensation coverage

If you have not been paid the wages you are owed or have been denied overtime pay as a non-exempt employee, you may be eligible to pursue your employer for the financial compensation you were originally entitled to and additional damages.

Contact the Leichter Law Firm, APC Employment Law Attorney in Costa Mesa Today

Aryeh Leichter, the Leichter Law Firm, APC founder, and employment law attorney in Costa Mesa, can help you pursue your employer for their unlawful behavior, starting with a free consultation by calling 818-915-6624 or contacting the firm online today.

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