Wage and Hour Law
Ohio Wage and Hour Law Attorney
When you are paid an hourly wage, your employer must pay you for every hour you work. It’s a simple rule, but one many employers do not comply with.
If you have been required to work overtime but have not been paid, your employer may have violated federal wage and hour laws and you may be eligible to recover monetary damages in a wage and hour lawsuit. Contact our board certified employment law specialist, Columbus attorney Rayl L. Stepter to discuss your case.
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Salaried workers are exempt from overtime laws, but people who are paid hourly cannot be forced to work more than an eight hour day without being paid overtime.
Has your employer made you work time off the clock? Are you required to show up at work a half hour before you are allowed to punch in? Are you forced to work through lunch and breaks? Our employment law attorney knows how to help. Stepter Law Office has more than 15 years of experience standing up for the rights of Ohio employees who are treated unlawfully at work.
In addition to overtime violations, we represent clients who work on a contract basis with their employer. It is unlawful for an employer to treat an independent contractor the same as a regular employee without paying him or her the medical insurance and other benefits employees receive.
Tip Pool Violations
Our Columbus, OH law firm also represents employees who are forced to share their tips with others who do not qualify to receive them. According to federal law, wait staff, bartenders, and others who receive tips or gratuities as part of their compensation cannot be forced to share their tips with others who do not customarily receive tips, such as kitchen staff and managers.
If your employer requires you to participate in an unlawful tip pool, contact our tip pool violations attorney today. We may be able to help you recover financial compensation for every hour you have worked for the employer.
In all wage and hour law concerns, Stepter Law Office is well equipped to handle groups of employees who have been similarly wronged.
Learn more: Visit our employment law information center.