Independent Contractors and Overtime Pay
All employees of a business are entitled to receive overtime pay, or augmented wages for any hours worked above the standard work week. However, independent contractors are excluded from this entitlement, meaning that an employer can hire an independent contractor without being forced to provide them with overtime pay should their work exceed the federally mandated standard. Unfortunately, this has led some unscrupulous employers to falsely classify employees as independent contractors to avoid overtime pay requirements.
If you or someone you know has been denied rightful overtime pay for their work, you deserve to be compensated for your losses. Contact the Austin employment lawyers of The Melton Law Firm, at 512-330-0017 today to discuss your case with an experienced legal professional and to learn more about your options under the law.
Overtime Pay Violations
An independent contractor may be entitled to the same overtime pay requirements as any other employee in the following circumstances:
- Work equipment is provided by the employer
- The employer requires that the contractor work at the employer’s workplace
- The employer requires the contractor to attend employee training
- Pay from the employer is hourly, not project-based
- Regular written or oral reports are required from the contractor
In many of these situations, an independent contractor may become eligible for overtime pay for their services.
If you or someone you know has been denied overtime pay because of your status as an independent contractor, you may be eligible for compensation. Contact the Austin employment attorneys of The Melton Law Firm, by calling 512-330-0017 to discuss your situation with a knowledgeable and committed legal advocate.