utahemployment - Forside

If you are owed wages, being forced to take unpaid breaks or being scammed we are here to help.

Ms. Preston’s principal areas of practice include labor, wage and hour law counseling and litigation. She represents employees in wage-and-hour and other labor law related matters in both federal and state courts, as well as in administrative proceedings before federal and state agencies.

Mr. Brar’s principal areas of practice include counseling and litigation in labor and wage-and-hour law. He represents employees in wage and hour and other labor law related matters in both federal and state courts, as well as in administrative proceedings before federal and state agencies.


Preston & Brar protects the employee.  If you are working over 40 hours a week; coming to work earlier than beginning of your “official” workday; staying after you punch out or after the end of your workday; you are an hourly or non-exempt employee but paid straight time after 40 hours per week; have a pay systems in which overtime pay starts after 50 hours per week; your employer averages your hours over your entire pay period of two weeks or more; you perform work-related activities during your lunch or other breaks; you are underpaid your overtime because your employer calculates your overtime incorrectly (for example, your overtime does not include the shift differentials, non-discretionary bonuses, etc.); or employer is wrongly classifying you as an independent contractor, then your employer may be cheating you out of your hard-earned money

The most common types of employee abuses are:

1. OFF-THE-CLOCK PRE-SHIFT OR POST-SHIFT WORK:

2. MISCALCULATING OVERTIME (REGULAR RATE OF PAY):

3. SHORT CHANGING HOURS (Working During Breaks):

4. MISCLASSIFYING EMPLOYEES AS EXEMPT:

5. COMPENSATORY TIME (“COMP TIME”) IN LIEU OF WAGES:

6. NOT PAYING FOR ON-CALL TIME:

7. NOT PAYING FOR TRAVEL TIME:

8. NOT PAYING FOR TRAINING TIME:

9. NOT PAYING WAGES ON TIME:

10. IMPROPER DEDUCTIONS FROM WAGES:

11. CLASSIFYING EMPLOYEES AS INDEPENDENT CONTRACTORS:

12. NOT PAYING OVERTIME TO TELECOMMUTING EMPLOYEES:

13. VIOLATIONS IN SPECIFIC JOBS OR SPECIFIC INDUSTRIES:

 

Class Action Cases

Pursuing a wage and hour lawsuit for a single worker rarely makes economic sense for the worker or his attorney– i.e. the potential recovery does not justify the costs or risks of litigating a single claim – and that is why many large employers defy wage and hour laws with impunity. However, when a company is violating the rights of a large number of people in the same or similar way, then employee (one or more) can file a suit on behalf of themselves and other similarly situated employees as a class action case. Read more about class action cases from Preston Brar.

 
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