ATTENTION: ALL FORMER OR CURRENT HOURLY-PAID EMPLOYEES OF THE MAYBOURNE BEVERLY HILLS
You may be entitled to compensation if you answer NO to ANY of the following questions.
DID YOU RECEIVE PAY FOR WORK YOU PERFORM OFF-THE-CLOCK?
You must be paid for all the time you work. This includes all time spent working before you clock in for your shift, during meal breaks, and after you have clocked out. Working off-the-clock without pay is illegal.
DID YOU RECEIVE ALL YOUR OVERTIME PAY?
You may be entitled to overtime wages for hours worked in excess of eight (8) hours in a workday and/or in excess of forty (40) hours in any workweek, as well as during the initial eight (8) hours on the seventh consecutive day of work. You are also entitled to double your regular rate of pay as overtime for hours worked in excess of twelve (12) hours in a workday or in excess of eight (8) hours on the seventh consecutive day. Moreover, the overtime rate should include all non-discretionary pay such as bonuses, production incentives, and/or additional shift-pay which means you may be entitled to more than just one and one-half or double your normal rate of pay.
DID YOU RECEIVE LEGALLY COMPLIANT MEAL BREAKS?
If you work more than five hours, an uninterrupted 30-minute meal period must be provided no later than the end of the fifth hour of work. When you work for a period of more than 10 hours, a second uninterrupted 30-minute meal period must be provided no later than the end of the tenth hour of work. During these meal breaks, you are entitled to leave the premises and engage in any activity you please, free of any interruptions. For each individual violation, you are entitled to compensation.
DID YOU RECEIVE LEGALLY COMPLIANT REST BREAKS?
Your employer must authorize and permit a 10-minute paid rest period for every four (4) hours worked or major fraction thereof. Insofar as is practicable, the rest period should be in the middle of the work period. During these rest breaks, you are entitled to leave the premises and engage in any activity you please, free of any interruptions. For each individual violation, you are entitled to compensation.
WERE YOU REIMBURSED FOR INCURRING BUSINESS EXPENSES (e.g., PERSONAL PROTECTIVE EQUIPMENT, PERSONAL CELL PHONE USAGE, etc.)?
Your employer must reimburse you for all the necessary business expenditures that you incur in discharging your duties.
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Based in Southern California’s Beverly Hills, we serve clients throughout the United States. We focus on employment and consumer class actions in California. Your rights should be protected. We at CounselOne are committed to securing what you are rightfully due.
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