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If your employer failed to pay overtime, minimum wage, or earned compensation, a Long Beach employment law attorney at Aegis Law Firm can help. Call (949) 379-6250 or message us online to schedule a free and confidential consultation.
Wage and hour violations occur when employers fail to comply with California’s pay and break requirements. These violations are often built into payroll systems or workplace policies and may continue for months or years before employees realize they are being underpaid. Common wage and hour violations include:
Even small pay errors can add up quickly, especially when they affect multiple pay periods or groups of employees.
Employers must strictly comply with California’s employee-protective wage and hour laws that establish clear standards for pay, overtime, breaks, and expense reimbursement:
California law requires premium pay when employees work extended hours. Labor Code §510(a) provides, in relevant part:
“Any work in excess of eight hours in one workday and any work in excess of 40 hours in any one workweek… shall be compensated at the rate of no less than one and one-half times the regular rate of pay.”
The same section also requires double time pay for:
“Any work in excess of 12 hours in one day” and for “any work in excess of eight hours on any seventh day of a workweek.”
California law requires employers to provide uninterrupted meal and rest periods. Labor Code §512(a) states:
“An employer may not employ an employee for a work period of more than five hours per day without providing the employee with a meal period of not less than 30 minutes.”
When employers fail to provide compliant breaks, employees are entitled to premium pay equal to one additional hour of wages for each violation.
Employers must pay at least the applicable minimum wage for every hour worked. Labor Code §1197 provides:
“The minimum wage for employees fixed by the commission… is the minimum wage to be paid to employees.”
Failure to pay minimum wage can trigger civil penalties, liquidated damages, and interest.
Employers may not shift business expenses onto employees. Labor Code §2802(a) requires:
“An employer shall indemnify his or her employee for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties.”
This includes mileage, tools, equipment, uniforms, and work-related travel costs.
California law requires prompt payment of earned wages, including final paychecks. When employers willfully fail to pay wages upon termination, Labor Code §203 authorizes waiting time penalties of up to 30 days of wages.
Wage claims often depend on payroll records, scheduling data, and internal policies that employees do not control. Employers may deny violations or argue that pay practices comply with the law. A Long Beach Wage & Hour Attorney can help by:
With legal representation you can have the peace of mind that your claim is properly documented, timely filed, and positioned to maximize your chances of receiving full compensation.
Call (949) 379-6250 or contact us online to schedule a free consultation with our Long Beach wage and hour lawyer at Aegis Law Firm. Our legal team will review your situation and explain your rights.