Fighting Back Against Employee Misclassification
Employment Disputes Involving Salary vs. Hourly Classification
The classification of employees affects the number of hours they can work, whether they are paid overtime and how wage disputes are settled. Sometimes employers will intentionally misclassify an employee as exempt to avoid paying due overtime wages. Unfortunately, many employees do not have a clear understanding of their rights and can be taken advantage of for years.
At Employee Advocates, LLC, in Connecticut, we are dedicated to helping individual employees and classes of employees collect the compensation and wages they are due from an employer. Our attorneys will take the time to understand the individual facts of your case, identify your rights and obligations as an employee, analyze your duties as an “exempt” employee, and determine whether you have a viable case against your employer.
Your Legal Advocate For Waterbury Wage And Hour Disputes
Our Connecticut employee misclassification attorney handles cases involving:
- Unpaid overtime
- Denied meals and breaks
- Misclassification as manager or supervisor
- Cases involving construction workers, sales representatives, commissioned workers and non managerial staff
- Unpaid wages
- Misclassification as exempt/salaried
Exempt Versus Nonexempt Employee Status
To prove that an employee is exempt, an employer must prove that the overworked employee is a professional or has administrative responsibilities that qualify the job for exemptions. “Exempt” means that an employee is generally salaried and exempt from receiving meals, rest periods or overtime wages. The employee must be in a managerial position, a professional or in an administrative role. All other employees fall under the “nonexempt” status and qualify for overtime and breaks.
It Is Important To Act Promptly
If you have questions about your case or think that you may have been misclassified as an employee, it is never or too early to consult with a lawyer about your rights. Remember that there is no risk in contacting our firm. In many of our cases, we take our cases on a contingency basis and your recovery could support a separate award of attorneys’ fees. We are also prepared to take on your case as a class action, when necessary.