California Labor Law Attorneys for Wage Disputes and More
Employees work hard for their employers and like to believe that they are being fairly compensated for the hours they work. Employers can deny their employees wages they have rightfully earned. Employers can get away with violating these laws for years until an employee steps forward to enforce his or her rights.
At Righetti · Glugoski, P.C., we have extensive experience recovering compensation for employees who have not been properly paid for their work. Our labor law attorneys have a reputation for working with integrity, achieving results and providing responsive service. From our offices in San Francisco, our firm represents classes of employees throughout California who seek to enforce their rights and recover unpaid wages and penalties from employers.
Common Labor Law Violations
We have successfully represented clients in class action lawsuits including:
- Misclassification of employees Labor claims for unpaid wages and benefits such as overtime, meal and/or rest breaks, vacation, misclassification, expense reimbursement, off the clock work, etc.
- Unpaid work and overtime wages
- Unpaid rest breaks or meal periods
- Misclassification of independent contractors
- Glass ceiling and other employment discrimination claims
- Wrongful termination and age discrimination
- Expense reimbursement
- Privacy violations
Business Expenses Are Your Employer's Responsibility
No employee can be expected to pay any of the employer's cost of doing business. You should not have to pay for required uniforms, tools, equipment, mileage, phone charges, administrative support or other similar expenses, including the following:
Deductions for Accidents
Employers cannot deduct wages because of a mistake or accident that resulted in a cash shortage or property damage. For example, if you get a parking ticket while driving your route, drop a tray of wine glasses or a customer walks out without paying a check, your employer cannot deduct the loss from your paycheck. It is also illegal to deduct expenses such as workers' compensation, insurance or claims from an employee's check.
Gratuities
An employer cannot take a gratuity that was left for an employee. However, tip sharing or tip pooling is allowed if it is pooled only by the employees who directly support customers.
Uniforms and Patronage
If you are required to wear a uniform, your employer must supply or pay for that uniform. Similarly, if you work for a clothing retailer and you must purchase and wear the retailer's clothes at work, your employer must cover the cost of those clothes.
Medical or Physical Examinations
An employer must bear all costs associated with pre-employment medical or physical examinations.
We Offer Free Consultations and Contingency Fees
To discuss issues concerning overtime pay, expense reimbursement, unpaid time or any other wage and hour disputes, with an experienced labor law lawyer, contact us for a free initial consultation. We do not charge attorneys fees unless we collect on your behalf. Call us at 415-983-0900, toll free at 800-447-5549 or contact us online to learn more.
Se habla español.