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Wages & Overtime
Stember Feinstein Doyle Payne & Kravec helps employees obtain the wages - including overtime - that their employers owe them. We handle cases under the federal Fair Labor Standards Act (FLSA) and Pennsylvania's Wage Payment and Collection Law (WPCL).
Hourly employees are entitled to be paid for every hour worked. In violation of this law, some employers require that employees perform some of their work "off the clock," such as working at home, working during lunch, and working before or after the "official" start of the workday. In addition, training time is always compensable; travel time may be as well. If your employer does not pay you for all of your time worked, you may be entitled to additional wages, liquidated damages, and payment of your attorney's fees.
Hourly employees are also entitled to overtime pay for time worked in excess of 40 hours during a work-week. Employees who are paid a regular salary may be entitled to overtime wages if the employer wrongly treats an employee as "exempt" from the FLSA and the WPCL.
If you believe that you may not have been paid wages or overtime that is due to you, please contact us so that we may evaluate your claim.
If you are an attorney with a client in this position, please consider partnering with Stember Feinstein Doyle Payne & Kravec. We represent referred matters as we represent our own clients, and respect the fact that referred clients have a history of a positive working relationship with the referring attorney. We would be eager to team with you in prosecuting the case. If you prefer, we also can take the lead or act simply as local counsel. We are flexible on fee arrangements, subject, of course, to applicable rules. Under any scenario, Stember Feinstein Doyle Payne & Kravec will provide your client with superb representation.
Hourly employees are entitled to be paid for every hour worked. In violation of this law, some employers require that employees perform some of their work "off the clock," such as working at home, working during lunch, and working before or after the "official" start of the workday. In addition, training time is always compensable; travel time may be as well. If your employer does not pay you for all of your time worked, you may be entitled to additional wages, liquidated damages, and payment of your attorney's fees.
Hourly employees are also entitled to overtime pay for time worked in excess of 40 hours during a work-week. Employees who are paid a regular salary may be entitled to overtime wages if the employer wrongly treats an employee as "exempt" from the FLSA and the WPCL.
If you believe that you may not have been paid wages or overtime that is due to you, please contact us so that we may evaluate your claim.
If you are an attorney with a client in this position, please consider partnering with Stember Feinstein Doyle Payne & Kravec. We represent referred matters as we represent our own clients, and respect the fact that referred clients have a history of a positive working relationship with the referring attorney. We would be eager to team with you in prosecuting the case. If you prefer, we also can take the lead or act simply as local counsel. We are flexible on fee arrangements, subject, of course, to applicable rules. Under any scenario, Stember Feinstein Doyle Payne & Kravec will provide your client with superb representation.
