Skilled Connecticut Wage and Hour Law Attorneys
Wage and hour law encompasses the compensation of employees, child labor, and an employer’s responsibility to keep true and accurate records of an employee’s time and pay. Siegel O’Connor helps employers understand and ensure their compliance with the vast array of federal and state wage and hour laws. We do this through counseling clients, educational seminars, internal audits, client alerts, and our Law of the Workplace newsletter.
Siegel O’Connor defends companies who are the subject of administrative and judicial proceedings involving: unpaid overtime and commissions, failure to pay minimum wages, improper compensation for on-call employees, denying workers’ vacation time, sick time, personal time or break period(s), improper utilization of minors in the workplace, and failing to maintain accurate records. The firm has represented numerous restaurants in protecting their tip credit for service employees, and currently is involved in defending class action litigation that is attempting to seriously undermine application of this tip credit for service employees.
The employment lawyers at Siegel O’Connor have unrivaled experience in wage and hour and employee compensation matters, which we rely on to ensure their clients are compliant with all relevant regulations. When a wage and hour claim is made, we have the resources to defend our clients’ interests in an efficient and effective manner.
Siegel O’Connor specializes in the following wage-and-hour issues:
- Exempt/Non-Exempt Employees
- Minimum Wage
- Prevailing Wage/Public Works Contracts
- Record-keeping Requirements
- Tip Credits in the Restaurant Industry
- Wage and Hour Audits
- Wage Payment
- Child Labor Law
Wage and Hour Frequently Asked Questions
Do holidays or sick time count towards the 40-hour weekly limit before overtime pay kicks in?
If a non-exempt employee works more than 40 hours in a given week, they are entitled to be paid one and a half times their normal rate of pay for the overtime hours. However, this law applies only to hours actually worked. Other hours, like sick time and vacation days, do not count towards overtime.
What is class certification?
To proceed with a class action lawsuit, the plaintiffs must certify a class by meeting the following requirements:
- The number of class members is so large that joinder is impracticable.
- There are questions of law or fact common to the class.
- The claims and defenses of the class representatives are typical of the rest of the class.
- The interests of the class are adequately represented by the class representatives.
Issues of class certification have taken on increasing importance among employment lawyers as class action wage and hour lawsuits under the FLSA and other statutes become more common.
Could my company be forced to pay double damages for violating the FLSA?
The FLSA allows an employee to recover liquidated, or double, damages in a successful wage claim against their employer. To avoid liquidated damage liability, the employer must show that they acted in good faith under the reasonable belief that they were not in violation of the statute. The law in Connecticut is very similar.
Proving good faith and reasonable belief that you were in compliance with the law is an uphill battle once your company has been found in violation of a wage and hour statute. If you are concerned about potential wage claims against your business, you need the assistance of an experienced employment attorney.
What is the statute of limitations for a wage and hour claim?
The time limit to file an unpaid wages claim under the FLSA is three years for willful violations and two years for all other claims. Therefore, an employee can win a judgment for unpaid wages dating back two years from the date of filing (or three if the violation was willful).
Protect your company from employee compensation claims
Expanding state and federal wage and hour regulations have made employee compensation the subject of a growing number of lawsuits directed at employers. The nature of these claims and the availability of attorney fee awards in some cases have made the wage and hour field ripe for extremely costly collective and class action cases. Our firm’s attorneys have the in-depth knowledge of current wage and hour laws on the federal and state levels to keep your company compliant and minimize your risk of liability. We also routinely defend employers in wage and hour claims when they arise, applying innovative and cost-effective strategies to achieve positive results.
To find out more about how Siegel O’Connor can help protect your company from wage and hour claims, please contact one of our employment law attorneys.