With the oil and gas sector booming, workers in Midland-Odessa and across West Texas are being asked to work more now than ever.\u00a0 If you have regularly worked more than forty hours per week for a current or former employer within the past three years, you may be entitled to thousands<\/b> of dollars in unpaid overtime. \u00a0If you have questions about unpaid overtime, talk to a lawyer that is familiar with Texas overtime laws.\u00a0 The Fair Labor Standards Act, or FLSA, requires that employers pay employees one-and-a-half times their regular rate for every hour worked over 40 hours in a workweek, unless the employee is \u201cexempt.\u201d\u00a0 The FLSA also provides that employees can recover liquidated damages (also called \u201cdouble damages\u201d) and attorney\u2019s fees in an unpaid overtime lawsuit.<\/p>\n
Employers typically violate overtime laws in Texas in several ways.\u00a0 Below are some common overtime law violations:<\/p>\n
Employers often try to avoid paying overtime by classifying their employees as independent contractors, and paying them straight time (i.e. the same hourly rate regardless of the number of hours actually worked). \u00a0Whether a worker is an employee (and thus entitled to overtime) However, just because a worker has been classified as an independent contractor does not mean that they are legally classified as an independent contractor. \u00a0In fact, if a worker is performing manual labor (i.e. non-office work) and being paid by the hour, it is highly likely that he or she should be classified as an employee and paid time-and-a-half for each hour worked.\u00a0 This practice typically violated overtime laws.<\/p>\n
Many employers believe that only employees being paid hourly are entitled to overtime pay. Employees are generally still entitled to overtime pay, even if they are paid a salary, unless they fall within one of the specific exemptions under the overtime laws. If no exemption applies, under the overtime laws in Texas, the employee must be paid overtime wages for all hours worked over 40 in a workweek.<\/p>\n
Employees are often required to work \u201coff-the-clock\u201d time, such as working through lunch, working before or after regular shifts, working from home, taking care of work-related equipment, attending meetings or training, or performing job-related \u201cvolunteer\u201d work. Under the Texas overtime laws, all hours worked in excess of 40 hours per week must be paid at the overtime rate.<\/p>\n
Truckers who do not travel outside of Texas and are paid on a per load basis, regardless of the number of hours actually worked, may be entitled to unpaid overtime.<\/p>\n
Often employers avoid paying overtime by claiming that the overtime was not approved in advance. However, under the overtime laws in Texas, employees must be paid for work \u201csuffered or permitted\u201d by the employer. If the employer knows that the employee is continuing to work more than 40 hours in a week, the time is generally considered worked, and the employee must be paid for the overtime.<\/p>\n
Employers try to give their employees compensatory time off instead of paying them for overtime. This practice typically violates the overtime laws in Texas.<\/p>\n
Josh Borsellino understands Texas overtime laws. \u00a0Josh Borsellino handles unpaid overtime cases on a contingency basis, meaning the client pays the firm nothing unless money is recovered from the employer. \u00a0If you seek a Texas overtime lawyer, a fair wage lawyer in Texas, or if you simply have questions regarding your right to unpaid overtime, call Josh Borsellino at 432.242.7118 or 817.908.9861 or fill out the contact form<\/a> for a free evaluation.<\/p>\n","protected":false},"excerpt":{"rendered":" Talk to a Lawyer that Knows Texas Overtime Laws! With the oil and gas sector booming, workers in Midland-Odessa and across West Texas are being asked to work more now than ever.\u00a0 If you have regularly worked more than forty hours per week for a current or former employer within the past three years, you…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3895,3896,3897],"tags":[],"_links":{"self":[{"href":"https:\/\/dfwcounsel.com\/wp-json\/wp\/v2\/posts\/697"}],"collection":[{"href":"https:\/\/dfwcounsel.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dfwcounsel.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dfwcounsel.com\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/dfwcounsel.com\/wp-json\/wp\/v2\/comments?post=697"}],"version-history":[{"count":0,"href":"https:\/\/dfwcounsel.com\/wp-json\/wp\/v2\/posts\/697\/revisions"}],"wp:attachment":[{"href":"https:\/\/dfwcounsel.com\/wp-json\/wp\/v2\/media?parent=697"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dfwcounsel.com\/wp-json\/wp\/v2\/categories?post=697"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dfwcounsel.com\/wp-json\/wp\/v2\/tags?post=697"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}