Federal and state laws exist to ensure employees are paid and treated fairly. Unfortunately, many companies skirt those laws to widen their profit margins and take advantage of employee labor. Paul LLP has experience taking on one of the largest international corporations who made thousands of employees work off the clock. That corporation ultimately was forced to pay millions of dollars in back wages to its employees, resulting in one of the largest hourly wage class action lawsuits in the country. Read on to learn more about the specific types of employment cases we pursue on your behalf.
Independent Contractor/Employee Misclassification
Employee classification — “exempt,” “non-exempt” and “independent contractor” — determines what benefits and wages employees are entitled to. When a company misclassifies employee status, workers may be denied benefits and money they should be receiving. For example, non-exempt employees must receive at least the federal minimum wage and overtime pay when more than 40 hours are worked in a week. If you believe your employer has misclassified your status, contact Paul LLP.
Unreimbursed Business Expenses
Employers are required to pay certain expenses for employees, such as uniforms, equipment, mileage and travel expenses. We help ensure your employer has properly reimbursed you for those expenses you are entitled to. If you believe your employer owes you for personal expenses related to your job, give Paul LLP a call.
Non-exempt employees must receive at least the federal minimum wage for their work, as well as overtime pay when more than 40 hours are worked in a week. If you have been properly classified as non-exempt and are not receiving these wages, your employer may owe you money. Paul LLP can help secure back wages for employees and ensure that companies are paying their employees according to law.
Paul LLP has experience helping high-ranking employees settle disputes regarding compensation, benefits, non-compete clauses, confidentiality agreements and more. We want to help employees get what they are contractually obligated to receive.
The federal Worker Adjustment and Retraining Notification Act (WARN Act) requires most companies with 100 or more employees to give notice of mass layoffs or plant closings 60 calendar days in advance. If a company fails to do so, they may be required to pay back pay and benefits to employees. Advance notice gives employees and their families time to adjust to job losses, begin looking for new employment and retrain for a new career, if necessary. Losing your job can be devastating, and Paul LLP wants to ensure your transition is as smooth as possible. If an employer has not provided advance notice, we want to help.