![\"Two](\"https:\/\/www.californialaborlaw.info\/wp-content\/uploads\/2018\/08\/Billion-Photos.jpg-pg-21.jpg\" "\\"Photo")
<\/p>\n<\/p>\n
Despite a wave of class action lawsuits, California employers continue to find ways to deny their workers overtime pay. Under California law, all employees are entitled to overtime pay unless they are considered \u201cexempt.\u201d Exempt employees are typically professionals, administrators, or executives whose jobs require, among other things, a high degree of independent judgment. They must earn at least two times the minimum wage (approximately $37,400 per year) and more than fifty percent of their work must consist of non-exempt duties such as clerical duties, customer service, or working along specialized technical lines. A common strategy for employers is to misclassify employees as managers or assistant managers in order to avoid paying overtime; however, it is the employee\u2019s activity and not their job title that determines whether overtime is due. Unlike federal law that focuses on the \u201cprimary duty\u201d an employee is expected to perform, California law is based on what work the employee \u201cengages in\u201d or actually performs. For example, if a \u201cmanager\u201d in an automobile company spends more than half of his time working on the line \u2013 the same activities performed by non-exempt employees \u2013 that manager may be entitled to overtime pay for all time in excess of 8 hours per day or 40 hours per week.<\/p>\n
Many times, an effective way to combat such tactics by employers is for an employee to file a class action lawsuit. If one individual files a lawsuit and prevails, the amount the employer pays will likely not be enough to change the employer\u2019s wrongful practices. Most employers conduct a cost-benefit analysis. Typically, it is cheaper for them to account for paying one or two employees in a lawsuit than paying all employees overtime pay. On the other hand, if one worker brings a lawsuit on behalf of all similarly situated workers, the amount potentially owed by the employer will be significantly more substantial and thus give them an incentive to comply with the law. Furthermore, an employee who takes the initiative to file a class action will typically be awarded more money than those workers who sat idly by and did nothing. Many class actions for overtime pay are successful because employers do not keep a record of exempt employees\u2019 hours or the activities they engage in on a daily basis. Even better, in California, a single class representative may initiate a California class action lawsuit.<\/p>\n
In addition to \u201cmisclassification,\u201d some employers will pay overtime but not at the required one and a half times the employee\u2019s regular rate of pay. Other typical class action lawsuits include claims for missed meal breaks and rest breaks, failure to pay for business miles or travel time to\/from different business locations, paying bonuses but not paying overtime, making employees pay for their uniforms, paying employees with a check that requires a fee to cash, and not paying for mandatory company meetings.<\/p>\n