As Tampa wage and hour lawyers, we know that many hardworking employees are not appropriately compensated for the total amount of time that they have worked. Whether you were paid below minimum wage for your services, not properly compensated for the total hours you worked, or denied overtime, a Tampa wage and hour lawyer can help you determine if you are owed additional compensation from your employer.
Federal and State Minimum Wage Requirements
Wage and hour laws are enforced by both federal and state governing bodies. Although the state by state conditions vary, employers are obligated to comply with both federal and state requirements. Under federal law, the Fair Labor Standards Act (FLSA) establishes that the minimum wage is $7.25 per hour. Under Florida law, the minimum wage is currently $8.25 per hour. Employees that work in industries that rely primarily on tips are required to receive a cash wage of at least $5.23 per hour. In Florida, employees are entitled to the higher state minimum wage.
Hourly and Overtime Pay Requirements
Regulated by the U.S. Department of Labor (DOL) and its Wage and Hour Division (WHD), FLSA has established that employees that work over 40 hours in a workweek should be compensated for the additional hours they work at a rate of one and one-half times the pay of their regular rate. Hours worked include any amount of time the employee was obligated to be present at the employer’s premises or required to perform job tasks for the employer. Although some employees may be classified as exempt, contact a Tampa overtime lawyer to find out if your employment status qualifies for additional compensation for overtime.
Contact Experienced Tampa Wage and Hour Lawyers
If you feel that you are owed unpaid compensation for work you performed, contact a Tampa overtime attorney today. A Tampa wage attorney can assist you by filing a claim on your behalf or can seek civil damages for the unpaid compensation you deserve.
If you would like to speak with a Tampa wage lawyer, please contact us today.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.