Frequently Asked Questions

California law requires non-exempt employees to be paid 1.5x their regular rate for hours worked beyond 8 in a day or 40 in a week, and 2x for extended hours. If your paycheck doesn't reflect this — even if you agreed to a flat rate or didn't formally "clock in" — you may be owed back pay.
Yes, in many cases. Being paid a salary does not automatically make you "exempt" from overtime — that depends on your actual job duties and responsibilities, not your job title or pay structure.
Non-exempt employees are legally entitled to overtime pay, while exempt employees generally are not. Exempt status depends on specific criteria involving job duties, level of independent judgment, and salary thresholds — not simply how your employer classifies you.
Yes. If your employer fails to provide a required meal or rest break, interrupts it, or pressures you to skip it, you may be entitled to one additional hour of pay for each missed break under California's premium pay rules.
If you're labeled a contractor but your employer controls your schedule, tasks, and work conditions like an employee, you may be misclassified — and entitled to overtime, breaks, and other protections you were denied.
California generally allows wage claims going back one to three years, depending on the type of violation. The clock is running, so it's worth discussing your situation sooner rather than later.

A class action allows one or more employees to bring a claim on behalf of a larger group who experienced the same violation, rather than each person filing individually. This can be a stronger and more efficient path when an employer's practices affected many employees the same way.
No. Class action cases are typically handled on a contingency basis, meaning you pay nothing upfront. Attorney fees are only paid if the case results in a recovery.
California law protects you from retaliation for asserting your workplace rights, including joining a class action. It's illegal for an employer to fire, demote, or punish you for it.
California law prohibits employers from retaliating against employees for asserting their wage and hour rights, including firing, demoting, or punishing you. If you've experienced retaliation, that itself may be a separate legal claim.
We'll talk through what happened, answer your questions, and let you know if you have a case — with no pressure and no obligation. Many workers are surprised to learn how simple that first conversation is.
Yes. Reaching out for a free consultation is confidential, and it does not create an attorney-client relationship or any obligation on your part.