My question involves employment and labor law for the state of: California
My company is only a year old, so my job role was radically different from inception (which was before I started). The company, with the help of its lawyers, recently realized that my role should be classified as hourly and being salaried was non-compliant. Am I able to bring this to the Dept. of Labor or IRS for unpaid OT wages?
Also, the company is calculating the base pay using 55 hours (40 hours + 10 OT hours = 55 hours) such that I would have to work 40 hours and 10 OT hours in order to maintain my current salary. Essentially, if I do less than 50 hours a week I will be getting paid less. I believe this is illegal but I would like to confirm here.
My company is only a year old, so my job role was radically different from inception (which was before I started). The company, with the help of its lawyers, recently realized that my role should be classified as hourly and being salaried was non-compliant. Am I able to bring this to the Dept. of Labor or IRS for unpaid OT wages?
Also, the company is calculating the base pay using 55 hours (40 hours + 10 OT hours = 55 hours) such that I would have to work 40 hours and 10 OT hours in order to maintain my current salary. Essentially, if I do less than 50 hours a week I will be getting paid less. I believe this is illegal but I would like to confirm here.
Compensation and Overtime: Employer Converting Salaried Position to Hourly Due to Non-Compliance
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