Overtime Disputes And Chinese Pay – Get Legal Help Here

Workers' Compensation

The American labor system favors hard work, and it attempts, together with set laws, to compensate those that do their job diligently via a set hourly rate which fluctuates from one state to the next. This is something that hasn’t been commonplace until the 1930’s when workers, up in arms over unjust pay, lobbied the government to come up with strict rules regarding hourly and overtime pay.

Chinese overtime is a practice that’s used by dishonest employers who are looking to cut costs in whatever way possible. According to the law, one is supposed to pay their employees a rate that’s one and a half times more than their regular hourly pay should they work overtime.

This isn’t always honored by employers who will attempt to pay them an overtime rate that’s equal to or less than what the employee earns in a normal hour at work.

In order for you to have a variable pay rate at work, the following conditions need to be met.

  • There must be a written or oral agreement in place between you and your employer regarding what you should earn in a normal work-week.
  • You must receive a set/fixed amount as your salary for every week worked.
  • Your hourly rate should not be below the Indiana minimum wage
  • Your hours worked per week should fluctuate from one week to the next.

Overtime Legal Help

Overtime pay is usually paid out once an employer reaches the mandated 40-hour workweek limit. In addition, any kind of work done outside of work premises, as long as it is for the benefit of the business, must be compensated. This could potentially meant that your employer owes you back pay going back months, or sometimes, even years. Labor laws aren’t easy to understand if one hasn’t dealt with an Indiana labor dispute before: because of this, it is important to seek out the services of an Indiana overtime attorney so you can know exactly what you are up against in terms of compensation. Please call us today on (773) 906-4159 for more information into these types of cases. Thanks, and we look forward to hearing from you.