HOUSTON, Texas. The Fair Labor Standards Act (FLSA) requires that nonexempt employees be compensated for time and time and a half for every hour they put in beyond a 40-hour workweek. Generally, most workers are protected by the time and a half rule. Unfortunately, sometimes employers misclassify workers, denying them hundreds or even thousands of dollars of pay.
Despite these laws, sometimes workers are encouraged or even required to work off the clock. According to Workplace Answers, if your employer is asking you to work off the clock, he or she may be breaking the law. You deserve to be compensated for all the time you work. What constitutes off the clock work?
If you are taking work-related calls at home or are completing projects at home after the workday has ended, you should be compensated for your labor. If you are not permitted to log this time, you could be working off the clock. Another example is when an employee comes into work early to prepare for work. This may involve answering emails, setting up a room for a meeting, or doing other tasks. This all counts as labor. If you need to wait in the morning to get safety equipment or a uniform from your boss, waiting time may also count as labor. If you aren’t sure if you are being asked to work off the clock, you may want to speak to the wage violation lawyers in Houston, Texas at Moore & Associates. You could be losing out on hundreds or even thousands of dollars of wages. In addition, every extra hour you work beyond a 40-hour workweek takes you away from your family, loved ones, and from pursuing other passions. You deserve to be paid for your time.
Employers have a responsibility to discourage off the clock working. They can face serious penalties for not taking steps to prevent workers for engaging in unpaid labor. For example, employers should encourage workers to clock in when they enter the office before they check emails or do any work. Limiting worker’s access to business emails and phones can also prevent workers from having to work off the clock or failing to properly record their worked hours.
Access to technology, however, makes it easier than ever for employers to encourage off the clock work and for workers to engage in it. We get messages on our iPhones. We might carry our phones around during the weekend, making it easier than ever for clients to reach us. However, according to U.S. News & World Report, even if you don’t want to be paid for taking phone calls or answering emails, your employer is legally required to pay you for this overtime work.
If you believe your employer is violating your rights or engaging in wage violations, you can take action. The law offers important protections to workers against retaliation. If you believe you may be owed pay for overtime hours worked, consider speaking to the Houston, Texas wage violation lawyers at Moore & Associates.
