CLG strives to defend those who cannot or do not know how to defend themselves against their employer out of fear of retaliation. CLG represents and helps employees recover unpaid overtime wages, minimum wages, tips, as well as earned and unpaid vacation pay from employers. Additionally, CLG represents employees who were the victims of sexual harassment and discrimination.
ARE YOUR RIGHTS BEING VIOLATED? COMMON SCENARIOS:
If you work in a restaurant as a tipped employee and your employer takes a tip credit against your wages, you may be entitled to recover damages if:
You do not receive proper notice of the tip credit
You are forced to share your tips with your employer or a manager
You are forced to share your tips with non-tipped employees (cooks, dishwashers, etc.)
You are forced to share too much of your tips with other tipped employees
Your employer deducts more than 40% of the minimum wage rate as a tip credit
Your employer calculates your overtime wage rate incorrectly:
Wrong: Minimum wage (($8.25) – tip credit ($3.30)) x 1.5 = $7.23 overtime wage rate.
Right: Minimum wage (($8.25) x 1.5) – tip credit ($3.30) = $9.08 overtime wage rate.
If your employer maintains a paid vacation policy, you are entitled to your earned and accrued vacation pay when you leave your job whether you leave voluntarily or not. If you earned and accrued vacation pay, but your employer did not pay you your earned and accrued vacation pay when you left your employment, you may be entitled to recover unpaid wages.
Non-exempt employees working in the state of Illinois must be paid at least $8.25 per hour, or $10.00 per hour in the City of Chicago (as of March 2014). Sometimes employers will improperly pay non-exempt employees on a piece rate basis or a salary basis below the minimum wage rate. Sometimes an employer will pay a non-exempt employee an hourly rate below the minimum wage rate. If so, you may be entitled to recover unpaid wages.
Non-exempt employees must be paid overtime wages for all hours worked over forty per week. Some exceptions include (legitimate) supervisors, managers, professionals, and other job functions. Sometimes employers will misclassify an employee as exempt from overtime wages by pretending that an employee is an independent contractor. Sometimes employers will misclassify an employee as exempt in other ways. Often, employers improperly pay non-exempt employees on a salary basis for all hours worked each week, instead of paying overtime wages. If so, you may be entitled to recover unpaid wages.
CLG is open seven days a week to provide you with the customer service you deserve! Contact CLG today at (312) 878-1263 for your free and confidential consultation with an experienced attorney today!