Overtime Lawyer Representing Oil and Gas Workers
If your employer is not paying you your proper wages or overtime, contact oil and gas overtime lawyer, Travis Hedgpeth, today for a free case evaluation.
A Reliable Overtime Attorney Fighting for Your Unpaid Overtime Pay
The oil and gas industry has some of the busiest work environments, with workers frequently required to work over 40 hours a week. Under the Fair Labor Standards Act (FLSA) and state laws, eligible oil and gas workers have a right to receive overtime wages for hours worked over 40 at the correct rate. The minimum overtime rate is one-and-a-half times the regular hourly pay.
Overtime law comes into play, whether an employee works mandatory or voluntary overtime. If your paycheck remains the same despite working overtime, the oilfield service company may be committing an offense. Want to learn more about your overtime rights? Contact an oilfield overtime lawyer at The Hedgpeth Law Firm, PC for a free consultation.
Oilfield Overtime Pay Violations
It is up to an employer to prove that the workers’ duties fall within the FLSA exemptions, meaning they’re ineligible for overtime. Unfortunately, some oil and gas companies act in bad faith. For example, they deliberately misclassify workers as exempt or independent contractors. Others offer day rates or per-job rates without overtime pay.
While many employers usually pay overtime, not all are entirely compliant with the state and federal overtime rules. Here are the other common oilfield overtime pay violations:
· Assuming salaried oil and gas workers earning below $684 per week ($35,568 annually) are overtime exempt
· Failure to include non-discretionary bonuses and other types of incentives when calculating overtime pay
· Failure to identify, record, and pay off-the-clock hours spent performing job-related activities
· Failure to pay overtime each workweek
Filing Unpaid Overtime Claim
Oil and gas workers whose overtime rights have been violated can file unpaid overtime lawsuits individually or as class actions and collective actions. Generally, current and former non-exempt employees can recover two or three years of back pay. They may also recover liquidated damages and reasonable attorney fees.