Wage and Hour Issues

Wage and Hour Issues in Houston

About Your Rights in a Wage and Hour Dispute

The Federal Government created wage and hour laws to protect workers so that they receive fair compensation for work done. Federal law under the Fair Labor Standards Act (FLSA) establishes minimum wages and overtime pay, which is time and a half for work done over 40 hours per week. Many states set their own minimum wage rates, which differ from the national minimum wage standard, though Texas automatically uses the federal minimum wage rate.

The Houston employment law attorneys of Guerra & Farah, PLLC represent clients in wage and hour cases to recover back pay, attorney fees, and other damages that have been wrongfully denied.

Protecting Your Rights Under the Fair Labor Standards Act

In an effort to regulate wages and hours, the U.S. Congress passed the Fair Labor Standards Act (FLSA). Wages are payment for work done on a specified basis, such as the following:

  • Hourly rates
  • Commission
  • Salary
  • Piece rates

If your employer fails to pay you based on the rates covered by your employment contract, or does not pay overtime and you are not subject to an FLSA exemption, then you can pursue back wages that extend as far back as three years. You can also recover lawyer fees and other monetary damages.

Examples of Wage and Hour Violations

Any number of situations can be classified as employer violations of wage and hour regulations, including the following:

  • Failing to pay time and a half for each hour worked over 40 hours / week
  • Failing to pay overtime for commissions when working over 40 hours / week
  • Reducing pay for lunch breaks when employees took no break
  • Failing to pay for the time it takes an employee to change into a uniform or protective equipment
  • Failing to pay for work done for the job at home (e.g. phone calls, computer work, or other actions)
  • Failing to pay for on-the-job training
  • Failing to allot time during the workday to study for training tests and not paying for study time spent off the job
  • Not paying for time spent "on call"
  • Not paying salaried workers for overtime when the work does not meet supervisory or non-manual work standards
  • Incorrectly classifying a worker as an independent contractor in order to cut costs
  • Failing to pay for work breaks that are less than 20 minutes long
  • Not paying for work done before or after a shift

If it appears that your employer is making paycheck deductions that violate wage and hour agreements or federal laws, consult an Houston employment lawyer from our firm. Protect your rights; contact Guerra & Farah, PLLC today.

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