Off The Clock Work
Unpaid work that is done by employees for their employer, with their knowledge, is defined as off-the-clock work. Often times, work off-the-clock may be encouraged by an employer in order to avoid compensating an hourly waged worker for the total number of hours they actually work – or to avoid compensating for overtime as obligated by overtime laws of California. Let us help you get the compensation you are entitled to.
How California Law Defines "Off The Clock Work"
California’s wage and hour law defines off-the-clock work as work that is performed by an employee without getting paid.
Common off-the-clock work practices employers use consist of:
- Working before a shift begins; like time given to prepare a restaurant for opening, arranging a workplace, or arranging safety equipment.
- Work after a shift ends; like cleaning up, storing equipment, or transferring equipment to another site.
- Clerical work such as staying behind and working to complete medical charts or paperwork.
- Redoing a project or correcting mistakes on a project requested by the employer.
- Work that is completed by an employee during their rest or meal break.
Make A Claim For Off The Clock Work Against Your Employer
To take successful legla action against your employer, we can help if you did work for your employer and were not compensated; your employer should've been aware you were working and ignored it. If this has occurred, call us at (562) 855-0004 to schedule a case evaluation.
Off The Clock Frequently Asked Questions & Information
Absolutely: In California, every non-exempt employee is entitled to compensation for overtime if the work exceeds forty hours in a week or 8 hours in a day. California’s white-collar exemption means that many salaried employees are exempt though, but there are still many that are not. An exempt employee’s legal definition does not depend on whether an employee is paid an hourly wage or a salary.
To take successful legal action against your employer for off-the-clock back pay, the following points will all be required:
- You did work for your employer and were not compensated for it
- Your employer should have been aware of or was aware that you were working
- Your employer ignored it and did nothing to stop you from working overtime. They also did not compensate you for work completed.
Is your employer engaging in unfair labor practices? We can help.
When you need to file a complaint in the event of your wage and overtime rights being violated, trust in Salusky Law Group. Call us at (562) 855-0004, or Contact Us. Our consultations are complimentary.
Is your employer engaging in unfair labor practices? We can help.
When you need to file a complaint in the event of your wage and overtime rights being violated, trust in Salusky Law Group. Call us at (562) 855-0004, or Contact Us. Our consultations are complimentary.