San Diego Employee Reclassification Lawyers
Trustworthy & Experienced Legal Representation Throughout the State
As employers learn that their salaried employees have been misclassified as exempt from overtime pay, they are reclassifying workers from “exempt” to “non-exempt.” This means they are now eligible for overtime pay.
Many companies with in-house IT or IS departments, as well as many other types of companies, are converting their employees’ classification status department by department. Often these workers carry some of the longest hours of all, devoting nights, weekends, and long on-call periods to their jobs. Among those recently making conversions are IBM, Disney, Kaiser Foundation Hospitals, and Barclays Global Investors, as well as many others.
What Are the Consequences of Employee Misclassification?
Misclassified employees, can experience the following negative consequences:
- The inability to access crucial benefits like health insurance
- The inability to take sick leave or personal time off
- Taxes, social security, and Medicare may have been incorrectly withheld from paychecks, resulting in a substantial amount of money being owed
- Failure to obtain overtime pay like a classified employee
- The inability to qualify for unemployment benefits
Can Reclassified Employees Seek Compensation?
Employees who have been reclassified to overtime eligibility are generally entitled to back pay for the overtime hours they have worked, dating back four years under the applicable statute of limitations in California. If your company has reclassified you from salaried exempt to hourly, commission, piece rate, or other overtime-eligible position, contact our employment reclassification lawyers about recovering the back pay you may be owed.