Jami S. Oliver, Attorney at Law, Personal Injury, Employment Law, Product Defect, Wrongful Death, Columbus Ohio

Wage and Hour

Every worker should be properly compensated and must receive what is due him or her. Upon employment, there exists an expressed agreement between the employer and employee. Tasks and expectations from the employee along with the corresponding pay to compensate him or her in doing such tasks must be clear. Employees can be paid by fixed salary or by the hour. An employee should receive the proper compensation from employers.

Should there be a failure to pay accordingly, there are laws and remedies in Columbus Ohio and Columbus Metro Area to protect you. Jami S. Oliver at Oliver Law Office is a leading employment law attorney ready to assist you in getting what you deserve.

The law provides for the protection of every individual in Columbus Ohio and the Columbus Metro Area. Should you believe that you are being taken advantage of, you need Oliver Law Office to provide you with legal advice and remedy.

Job-related concerns are usually covered by the provisions of the Fair Labor Standards Act (FLSA). This includes policies and regulations regarding minimum wages, overtime and equal pay act, among others. FLSA is a federal labor law that is applied nationwide.

There are certain jobs where you can be paid by salary or by the hour depending on the nature of the job or the industry. Salaried employees get a fixed amount of income over a specific period of time like weekly, monthly or annually plus overtime pay. Oftentimes, your salary is an indicator of your status or position in the workplace.

On the other hand, employees with agreements to be paid by the hour get guaranteed amount of compensation for every hour he has worked. Practically, there are already a specified number of hours by which you should be working to accomplish a particular job and be paid the hourly rate. Should you be included in the “non-exempt” as provided by the FLSA, you can work and be paid at that specified rate per hour up to a maximum of 40 hours per week and receive overtime pay in excess.

Therefore, if you belong to those classified as “nonexempt” and you agreed to be paid either by salary or by the hour and if you exceed 40 hours of work in a week, you are then entitled to an overtime pay that is equivalent to 1.5 of your hourly wage. There are also employers who provide double of your pay per hour if you were asked to work during holidays.

However, if you have a job that is classified as “exempt”, you are no longer entitled to overtime pay.

While neither salary nor hourly wage can be described as one better than the other, the manner of compensation depends on many factors. Factors such as nature of the job, personal situation, schedule and preference will assist employees as they weigh the benefits of both. As an employee, you should know your rights. If the prior agreement is hourly wage, you must be paid by the hour.

Should you encounter any trouble, call Jami S. Oliver to schedule an appointment. 614-220-9100