Leon Greenberg Attorney at Law
2965 South Jones Boulevard # E-3
Las Vegas, Nevada 89146
The views expressed on this website are those of the above attorney and constitute opinions on the law based upon such attorney's education and experience. None of the information set forth on this page should be considered legal advice and no attorney-client relationship is formed by reading this page. Before taking action on any legal rights you may have you should always consult with an attorney about your particular situation and not rely solely on information from this website or from any other source. If they lose their case, contingency fee clients may be liable for the opposing parties' costs, and if they brought a claim without any reasonable basis contingency fee clients may be liable for the defendant's attorney fees. Past results do not guarantee, warrant, or predict future cases. This is an advertisement.Type your paragraph here.
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Do you work unpaid time?
Do you have to show up at your job before your shift begins and you clock in? Do you have to do work after your shift ends and after you clock out? Are you ever required to work on your lunch break? Under the law a work day includes all of the time you must perform work activities and any time your employer requires you to “be there” even if you are not doing any work. If you have to come in early for a shift meeting, or just because your boss requires you to be there 10 minutes before you clock in, or have to stay after your shift or clock out time to clean your work area or do paperwork, you may be entitled to money.
AND WHILE 10 MINUTES A DAY MAY SEEM LIKE SOMETHING NOT TO COMPLAIN ABOUT, IN ONE YEAR THAT CAN EASILY BECOME $500 OR $1,000 OR MORE! For example, let’s say your hourly pay is $12 an hour and you work, and are paid for, five days and 40 hours of work a week. That unpaid 10 minutes a day is 50 minutes a week of overtime pay at $18 an hour that you are owed, or $16.20 a week. If you work 50 weeks in a year that is $810 you are owed in unpaid wages for the year. And of course if your hourly rate is higher than $12.00 an hour you would be owed more than that.
These are some common situations where employees are owed wages for “off the clock” work:
• Employees are required to come in before they clock in, even if it is only for a few minutes, for a shift meeting, to assign tasks or make announcements prior to the shift. Or just because the employer requires it. If employees are not clocked in and paid for these pre-shift time periods they may be owed money.
• Employees may be expected to report to work before they clock in to prepare their workspace, to get their computer ready, to check their inventory or cash bank, and so forth.
• Employees may also be expected to continue working after clocking out for the day. Sometimes employees are required to clean up their workspace, count out their cash drawer or bank, write reports or break down equipment after they clock out. If an employee performs these tasks, or other such tasks, after clocking out, they may be owed money.
• Employees who work a full shift are entitled to a lunch break. While the employer often is not required to pay the employee for time spent on a lunch break, they do have to pay the employee for performing work related activities during the break. Sometimes employers automatically clock employees out for their lunch break, whether or not the employee actually takes that break. This may be illegal.
• Sometimes employees take their lunch break but are interrupted with work related tasks. An example is when an employee eating lunch in a break room is called to take a phone call or help a customer during the scheduled break. Employees who are not paid for their lunch break and who perform work related activities during that break may be owed money.
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