Dealing With Wage And Hour Violations? I Can Help.
You deserve to receive fair pay for the hours you work. Sometimes, however, employers do not abide by California’s wage and hour rules, which can end up leaving you with less than the time and effort you put in. If this happens, my employment law team and I at Turk Law Firm are here to help you fight for the money you are owed.
Holding Southern California Employers Accountable To Fair Pay Practices
Although state and federal law clearly define rules and regulations concerning pay, and the proper treatment of employees, violations are very common. Regardless of whether an employer is disregarding the law or management is ignorant of the law, employees have a right to fair treatment and fair compensation. At Turk Law Firm, I represent employees in wage and hour claims concerning a range of employer infractions, including:
- Unfair pay policies
- Unpaid commissions
- Misclassifying employees
- Failure to give required breaks
- Failure to properly reimburse expenses
- Failure to pay overtime
California law protects all workers regardless of industry, job title or immigration status. If your employer is not treating you fairly, I can help hold them accountable and help you get proper compensation.
Recovering Unpaid Overtime In California
California law requires that nonexempt employees (hourly) and employees misclassified as exempt (salaried) are paid at least time and a half for any time beyond eight hours in a single workday and/or any time over 40 hours in a workweek. In some circumstances, two times the regular rate is required. If I win your claim, the California Labor Code requires your employer to pay our fees. You may also be entitled to double damages, depending on whether your employer failed to pay minimum wages. I am selective in the claims I take, but in my experience, all unpaid overtime claims are worth investigating, even if you think you don’t have a strong claim.
Helping Salespeople Recover Unpaid Commissions
Unlike laws concerning hourly pay and required breaks, there are no unifying requirements on how commission agreements are structured. Commission agreements fall under contract law and can be structured in almost any format as long as both parties agree and sign the contract. As a result, these agreements are often confusing, especially when it comes to paying commissions due when a salesperson is fired or leaves the company. So while an employment contract determines when a commission is earned, California labor law determines when it must be paid.
If you believe you are owed unpaid commissions, I can review your agreement and determine whether your employer owes you money.
Frequently Asked Questions About California Wage And Hour Violations
Below, I have provided honest answers to some of the concerns I receive about wage-hour violations.
What if my employer requires me to work through my meal or rest breaks?
If your employer requires you to work through a meal or rest break as a nonexempt employee, they are violating the law. The Industrial Welfare Commission Wage Orders in California require that your employer must allow you to take a 10-minute paid, uninterrupted rest period for every 3.5 hours you have worked.
Additionally, if you work more than five hours in a workday, you are entitled to a 30-minute unpaid meal break. And if you work for more than 10 hours, you are typically entitled to a second 30-minute meal break.
As such, if you miss a meal break or a rest break on a workday, you must get an extra hour’s pay at the regular rate of pay. If not, you can file a wage claim with the California Labor Commissioner’s Office.
What is the difference between an exempt and a nonexempt employee, and why do these employment options matter?
In California, exempt employees are workers who generally meet a strict duties test and are exempt from overtime pay, meal and rest break laws. As of 1st January 2026, they must be earning an annual salary of at least $70,304 or twice the California minimum wage. Normally, these are white-collar jobs directly related to general business operations.
On the other hand, nonexempt employees are workers entitled to minimum wage. These workers must also receive overtime pay at 1.5× the normal hourly wage after 8 hours of work in a day or 40 hours a week. Additionally, they must receive 2× overtime pay for any work over 12 hours in a day, and receive mandatory meal and rest breaks. Examples of these workers are retail staff and manual laborers.
What does working off-the-clock mean, and is it illegal in California?
Working off the clock refers to a nonexempt employee performing any work-related tasks before clocking in, after clocking out or during breaks without pay, despite the employer’s knowledge.
Under California and federal law, working off the clock is illegal. Therefore, if your employer requires you to work off the clock, you can file for a wage and hour lawsuit. As an experienced wage and hour violations lawyer, I can help you understand your rights and work to hold your employer accountable.
Contact Turk Law Firm To File A Claim To Recover Back Wages Owed
To file a claim for unpaid overtime, unpaid commissions or any other unfair labor law practice, contact me to set up a free initial consultation. Call 818-962-7586 or fill out my online contact form.