Diana (Taylor) Servos, lead attorney of S.T. Legal Group is a dedicated employment attorney who successfully handles cases related to unpaid overtime for both employees and employers throughout Illinois. Her versatility is a great advantage if you are seeking legal representation on either side of this wage and hour litigation. Understanding the way the opposition strategizes is always beneficial — both in and out of the courtroom.
If you are in the midst of an unpaid overtime dispute, do not attempt to handle it without legal representation. Remember that your opponent most likely has already engaged the services of an employment lawyer and that such cases can be complicated. You need the skills S.T. Legal Group provides.
Whether you are an employee who feels that you are being taken advantage of, or an employer facing a wage and hour claim, contacting our office will bring support and relief. Not only will Diana (Taylor) Servos give you excellent legal assistance, but she will also treat you with the personalized attention and respect you deserve.
How Overtime Pay Works in Illinois
All non-exempt employees, who are paid by the hour, are legally entitled to overtime pay whenever they work more than 40 hours during a single workweek. Moreover, that overtime pay must not be less than one and a half times their regular rate of pay.
Exempt employers, however, are not entitled to overtime pay. Exempt employees are in one or more of the following categories:
- Employees who are salaried rather than paid on an hourly basis
- Employees who perform high-level administrative, or managerial duties
- Employees who function as outside sales representatives
- Freelancers who may work for other employers as well
Exempt employees are, almost always, in executive, or at least “white-collar,” positions.
It is important for employees to be aware of their exempt or nonexempt status at the time they are hired since this will determine whether they will receive extra wages for working past their usual quitting time. It should be noted that employers who expect exempt employees to work long hours on a regular basis sometimes offer these workers extra perks in lieu of overtime pay.
How S.T. Legal Group Can Help You Receive Justice for Unpaid Overtime
You may have just discovered that you have been receiving lower wages than you were entitled to, either because you were misclassified as an exempt employee or for some other reason. Whatever the unfair circumstances are, we will fight hard to have you awarded the dollar amount that represents the difference between what you deserved and what you were actually paid. Additionally, if you have been cheated out of overtime pay or that pay has not been provided to you in a timely manner, you may be entitled to more than your unpaid back wages. If Diana (Taylor) Servos wins your case, your employer may also be ordered by the court to pay you penalties as punishment for having violated labor laws.
S.T. Legal Group Will Make Sure You Haven’t Been Short-Changed in Other Ways
Employers who are careless, or more concerned with their bottom line than with paying their employees fairly, may have taken advantage of you in other ways, such as paying you less than the minimum wage or labeling some portion of your time spent working as “break time.” These are issues Diana (Taylor) Servos is quite familiar with, so she will make every effort to protect your right to appropriate wages in every aspect of your employment.
On the other hand, Diana is fully aware of ways that employees may attempt to manipulate their employers in order to receive more money than they are entitled to. If you are an employer who is being coerced or even threatened by an employee making false claims that you owe overtime pay, get in touch with our office. S.T. Legal has the leverage to protect your business, your finances, and your reputation. Whichever side of the dispute you’re on, Diana will fight level the playing field.
When Break Time Pay Takes Goes Into Overtime
Surprisingly, federal law does not require employers to provide meal or rest breaks during the workday. Illinois law, however, requires employers to provide employees who work at least seven-and-a-half hours with a 20-minute unpaid meal break. It’s important for both workers and employers to know, however, that employees cannot legally be expected to work during this break period.
If an employee is tasked with answering the phone or receiving packages during a so-called “meal break,” that individual must be paid at his or her regular hourly rate. And, if this period stretches the worker’s day into overtime, he or she must be paid time and a half.
Why It Is Crucial to Have a Knowledgeable Unpaid Overtime Attorney on Your Side
As you can see, unpaid overtime issues are complicated and often extend into other wage and hour areas of employment law. This is why it’s vital to have an employment attorney with in-depth knowledge to fight for your cause. Diana (Taylor) Servos is perfect for the job because she not only knows employment law inside out, she is also a dedicated advocate for employees or employers who are not being treated fairly.