don't let your boss keep it.
It is illegal for an employer to terminate an employee for complaining about unpaid overtime. But it happens all the time.
The employer may see the complaint as insubordination, or as ungratefulness, or as failing to be a "team player". By turning the situation back on the employee, however, the employer is only self-justifying a violation of federal law.
The Law Offices of Kevin J. Dolley fights for the rights of employees who were fired, or retaliated against, after reporting unpaid overtime or other violations of the Federal Labor Standards Act (FLSA) to their employers.
The FLSA is a powerful federal law that directs minimum wage, overtime law and other aspects of employer-employee relations. It ensures that nonexempt (wage-earning) employees receive a minimum wage of $7.25 per hour and "overtime" compensation for work beyond 40 hours in a given workweek.
It also protects employees from retaliation when they discuss overtime issues with their supervisors or "blow the whistle" on illegal overtime practices at their workplaces. When multiple employees are affected by an FLSA violation (or violations) a federal lawsuit may be filed on behalf of all of them through what is called a class action.
When such cases lead to a winning verdict, the whistleblower may be awarded special compensation by the court for filing the complaint.
Briggle & Polan, PLLC, is on the side of U.S. employees in employment law and overtime disputes. To discuss your situation, and to learn your legal options, from an experienced wage and hour lawyer, contact the firm online or call 512-472-1926 or toll free 866-247-HELP or by email for a FREE consultation.
Our home office is in Austin but we handle cases for clients in Waco, TX and throughout the US.
We return client calls promptly. We work diligently, often seven days a week, to move cases forward so a fair result can be achieved as quickly as possible. If the insurance company is not willing to settle your claim fairly, we are fully prepared to take your case to trial.
COPYRIGHT © BRIGGLE & POLAN PLLC 2017 | DISCLAIMER