Worked more than 40 hours but did not receive proper overtime pay? Our Pittsburgh employment lawyers can review your hours, pay records, and job duties to determine whether your employer may owe you unpaid wages.
Most covered, nonexempt employees must receive overtime pay when they work more than 40 hours in a workweek. Problems may arise when an employer ignores extra time, pays the wrong rate, or labels a worker exempt without applying the correct legal tests.
A Pittsburgh overtime lawyer can compare what you actually did and how long you worked against your pay stubs, time records, and the requirements of federal and Pennsylvania wage law.
Lacy Employment Law Firm
PITTSBURGH PRACTICE AREAS
A payroll label does not always reflect the hours you actually worked.
These practices do not automatically prove a violation, but they are strong reasons to have your pay arrangement reviewed. Federal guidance specifically identifies off-the-clock work, misclassified salaried workers, independent contractor misclassification, and unpaid work outside normal schedules as common wage violations.
Employers sometimes assume that anyone called a manager, administrator, contractor, or salaried employee is not entitled to overtime. The law looks beyond the title. Your actual duties, level of authority, pay structure, and other facts may determine whether an exemption applies.
If you spent most of your time performing the same work as hourly employees, had little real decision-making authority, or were classified as an independent contractor despite working like an employee, your classification may deserve a closer look.
Work can be compensable even when it was not entered into the timekeeping system.
Time spent finishing assignments, answering work messages, preparing equipment, completing paperwork, or performing required tasks before or after a shift may count as working time. An employer generally cannot accept the benefit of that work and then avoid paying for it simply because the overtime was not formally approved.
Automatic break deductions can also create unpaid time when an employee remains on duty, responds to requests, or cannot take an uninterrupted meal period.
Our employment lawyers can review your pay stubs, schedules, time entries, job description, workplace policies, emails, and messages. We can assess whether your employer used the correct overtime rate, counted all compensable time, and classified your position properly.
When the evidence supports a claim, we can help calculate the unpaid overtime and evaluate available options under the Fair Labor Standards Act and Pennsylvania law. Depending on the circumstances, this may involve a demand, agency complaint, negotiation, individual lawsuit, or a claim involving other affected workers.
Preserve anything that helps show when you worked and what you were paid.
Employers covered by the FLSA generally have recordkeeping duties, including maintaining information about hours worked, wage rates, overtime earnings, and deductions. Your own records can also help identify missing time and explain how the work was performed.
A successful federal claim may include unpaid overtime wages and, when legally available, liquidated damages, attorney fees, and court costs. The exact recovery depends on the evidence and circumstances of the case.
If an employer punished you for asking about overtime, reporting a pay problem, or participating in an investigation, you may also have a separate retaliation claim.
No lawyer should promise a result before reviewing the evidence. The first step is calculating the hours, checking the classification, and identifying the claims that fit your situation.
Most covered, nonexempt employees in Pennsylvania must receive overtime at one and one-half times their regular rate for hours worked over 40 in a workweek. Some exemptions apply, so eligibility depends on the employee’s duties, pay arrangement, and the laws covering the job.
Not automatically. A salary or professional-sounding job title does not by itself make an employee exempt. The employer must be able to show that the position satisfies the legal requirements for an applicable exemption.
It may. Required or permitted tasks such as opening or closing duties, paperwork, work-related messages, equipment preparation, and finishing assignments can count as compensable time. The exact facts matter.
An employer may enforce rules requiring advance approval, but work the employer knew about or allowed generally still must be counted and paid. The employer can address the policy issue separately, but it cannot simply keep the benefit of unpaid work.
Federal law protects employees from retaliation for asserting wage and hour rights, filing a complaint, or cooperating with an investigation. Retaliation may include firing, demotion, reduced hours, threats, discipline, or other adverse treatment connected to the complaint.
Contacting a lawyer may still be worthwhile. Employers are generally required to maintain wage and hour records for covered, nonexempt employees. Personal calendars, messages, schedules, payroll screenshots, and notes may also help reconstruct the hours worked.
