If you are being denied the wages that you deserve or have been cheated out of overtime pay, it may be time to take action. You can recover unpaid wages by filing a lawsuit against your employer. The Fair Labor Standards Act (FLSA) is the federal law governing unpaid wages and overtime pay. If you have not been paid minimum wage, you may be entitled to an award of back pay and interest. The FLSA allows for liquidated damages in cases of willful violations of the law. If your employer has failed to pay you the correct overtime rate, you may be entitled to an award of double damages plus attorneys’ fees and costs. Employees who win lawsuits under the FLSA may recover their attorneys’ fees as well as other costs associated with bringing the suit; however, there are some exceptions which will be discussed below:
Unpaid wages can be recovered by filing a lawsuit against your employer.
If you have not been paid for your work, you may be able to recover the unpaid wages through a lawsuit. You can file a lawsuit in federal court or state court. If you are considering filing a lawsuit on your own, we recommend contacting an employment attorney first for guidance and representation.
You can also sue both your employer and supervisor if they are responsible for failing to pay you properly, but it is important to note that each party’s liability will depend on whether they acted knowingly or negligently when failing to pay wages. If either party knew about the problem but failed nonetheless (or even worse, took steps toward preventing recovery), then there could be significant financial consequences for them personally as well as professionally:
The Fair Labor Standards Act (FLSA) is the federal law governing unpaid wages and overtime pay.
The Fair Labor Standards Act (FLSA) is the federal law governing unpaid wages and overtime pay. The FLSA applies to all employees, full-time and part-time, including minors. It covers all employers–even those with only 1 employee–and all employees who are not exempt from the law (such as managers). Because FLSA is a federal statute that applies nationwide and covers most types of employment arrangements between employers and workers, it’s often used by workers seeking relief for unpaid wages or other violations of their rights under state wage payment laws.
If you have not been paid minimum wage, you may be entitled to an award of back pay and interest.
If you have not been paid minimum wage, you may be entitled to an award of back pay and interest. This includes the amount of money that should have been paid to you at the time your employer failed to pay minimum wage, plus any additional amounts due under state law (e.g., liquidated damages). In addition, your employer may be required to pay liquidated damages equal to the amount of unpaid wages if it can be shown that its actions were willful or intentional. In some states this could result in double damages plus attorneys’ fees and costs for bringing your claim before a court or administrative agency.
In addition, if an employee wins a lawsuit against his/her employer related specifically to unpaid wages he/she may receive attorney’s fees as well as costs associated with litigation like depositions or court transcript.
The FLSA allows for liquidated damages in cases of willful violations of the law.
Liquidated damages are a penalty that is assessed on top of your unpaid wages. The FLSA allows for liquidated damages in cases of willful violations of the law. The amount assessed cannot exceed your total actual damages, but it can be less than this depending on what you have suffered as a result of not being paid your full wages. Liquidated damages are calculated by taking into account:
- How much money was owed to you at the time of trial or settlement
- Whether or not you missed any meals while working without pay
If your employer has failed to pay you the correct overtime rate, you may be entitled to an award of double damages plus attorneys’ fees and costs.
If your employer has failed to pay you the correct overtime rate, you may be entitled to an award of double damages plus attorneys’ fees and costs.
The Fair Labor Standards Act (FLSA) requires employers to pay time-and-a-half for all hours worked over 40 in a week. This includes salaried employees who are not exempt from overtime requirements under federal law. The FLSA also requires that employers keep accurate records of all hours worked by employees, as well as their pay rates and wages paid out on payday or within seven days after completion of each payroll period (whichever comes first).
Employees who win lawsuits under the FLSA may recover their attorneys’ fees as well as other costs associated with bringing the suit.
Employees who win lawsuits under the FLSA may recover their attorneys’ fees as well as other costs associated with bringing the suit. Attorneys’ fees are determined by the court and are not capped, so employees can recover these amounts in addition to back wages and liquidated damages.
You should consider hiring an employment attorney if you believe that you have been deprived of your rightful wages or overtime pay.
If you are not sure about your rights and the laws that apply to them, then you should hire an employment attorney. You can find a lawyer through the National Employment Lawyers Association (NELA), which has a database of attorneys who specialize in wage claims, or through your state bar association. You can also reach out to the trusted attorneys at Malk Law Firm for a consultation and guidance.
Conclusion
If you believe that your employer has violated the Fair Labor Standards Act (FLSA), you should consider hiring an employment lawyer to help you recover your unpaid wages. The FLSA allows for liquidated damages in cases of willful violations of the law and allows employees who win lawsuits under this statute to recover their attorneys’ fees as well as other costs associated with bringing suit against their employers.
