Utah Unpaid Overtime Lawyer

Utah Laws for the most part pattern themselves after the Fair Labor Standards Act with regard to Unpaid Overtime in Utah.

In Utah, non-exempt employees must receive overtime pay for hours worked in excess of 40 in a workweek at a rate not less than time and one-half their regular rate of pay.

Any employer requiring or permiting an employee to work overtime is, in most cases, required to pay them for their overtime hours worked.

The state of Utah follows Federal Law when it comes to Unpaid Overtime.

In Utah, a 2-year statute of limitation applies to the recovery of back pay - meaning the amount of wages you can recover from the time of the filing of your lawsuit will go back 2 years in time.

If the Utah employer knowingly and willingly violated the FLSA with regard to overtime pay, than Federal Law allows for you to recover wages 3 years prior to the date of the lawsuit filing.

If an employer in Utah is violating the Fair Labor Standards Act by not paying you the overtime wages you rightfully earned, Contact The Rasansky Law Firm immediately.

In Utah, it is illegal for an employer to deny you overtime pay if you are a non-exempt employee.

The Rasansky Law Firm may be able to assist you in bringing an Unpaid Overtime Lawsuit against your employer in Utah.

Filing a claim for Unpaid Overtime is time sensitive no matter what state you work in. Click on your state below to find out what the Statute of Limitations are in your state.

Regarding the unpaid overtime laws in your state, keep in mind that each state may have specific laws that apply to minimum wage and overtime payments that are more demanding than the Fair Labor Stardards Act (FLSA). Click here for more unpaid overtime law information pertaining to your state.

The FLSA is a federal law that serves as a minumum set of guidelines that each state must follow, but if your state's law is more demanding than federal law, you are entitled to the benefits and protections that are most favorable to you which in this case would be your state's laws regarding unpaid overtime.

So in states with more demanding laws regarding employment and unpaid overtime, even though your employer may be in compliance with the federal laws minimum guidelines, they must also follow that state's more demanding laws regarding employment and unpaid overtime.

In some cases, employers may not be following their states more demanding laws, but rather the federal law. When situations like these arise an employer may think that its employees are not entitled to overtime wages, when in fact they are because of their states more demanding rules.

Some states may have laws that are less demanding than federal law's minimum standards. In those states employers still must follow federal law because it sets forth the minimum protections and benefits for employees.

Several states follow whatever the federal law requirements are for compliance. In those states, employers must follow the FLSA.