Commissions Are Wages Under NJ’s Wage Payment Law

New Jersey Supreme Court Unanimously Decides Commissions are Wages //

Kehoe Law Firm, P.C. is informing New Jersey employees that on March 17, 2025, the New Jersey Supreme Court (the “Court”) unanimously held that “commissions” are “wages” under New Jersey’s Wage Payment Law, N.J.S.A. 34:11-4.1-4.15 (“WPL”).

The WPL, according to the Court, “defines ‘wages’ as ‘direct monetary compensation for labor or services rendered by an employee, where the amount is determined on a time, task, piece, or commission basis.’ N.J.S.A. 34:11-4.1(c) (emphasis added).”

As such, according to the Court, “compensating an employee by paying a ‘commission’ for ‘labor or services’ always constitutes a wage under the WPL. Therefore . . . a ‘commission’ under the WPL cannot be excluded from the definition of ‘wages’ as a ‘supplementary incentive.’

Key Facts Leading to the Court’s Decision that Commissions are Wages under NJ’s WPL

The plaintiff, Rosalyn Musker (“Musker”), worked in sales for defendant Suuchi, Inc. (“Suuchi”), a company that sells software subscriptions to apparel manufacturers. Besides her base salary, Musker was eligible for commissions under Suuchi’s Sales Commission Plan (“SCP”).

In March 2020, Suuchi decided to sell Personal Protective Equipment (“PPE”) on a commission basis, as documented in emails to the company’s sales team. Musker generated approximately $34,448,900 in gross revenue by selling PPE.

The legal dispute concerned whether the 4% commission Musker was entitled to for the PPE sales was of gross or net revenue, and both sides disagreed about whether Musker’s PPE commissions were “wages” or were excluded from the WPL as “supplementary incentives” under N.J.S.A. 34:11-4.1(c).

Musker filed a complaint which alleged that Suuchi violated the WPL by withholding her “wages.”

The trial judge dismissed the WPL claims, holding that Musker’s PPE commissions were not “wages” under the WPL; the Appellate Division affirmed; and the Court granted leave to appeal.

Key Points of The Court’s Opinion Finding Commissions are Wages 

According to the Court’s opinion syllabus:

  • PPE sales required Musker to render “labor or services” as an employee of Suuchi;
  • There is no dispute that Musker’s compensation for PPE sales was determined on a commission basis;
  • PPE commissions earned by Musker solely because she performed “labor or services” were “wages” under N.J.S.A. 34:11-4.1(c);
  • Merely because a product is new and potentially sold only temporarily does not mean that sales of that product in some way fall outside the regular “labor or services” an employee provides;
  • Selling PPE became part of Musker’s job, and her compensation for performing that task remained a “wage” within the meaning of the WPL;
  • Whether PPE compensation is governed by the SCP or the March 2020 emails regarding the sales of PPE, and whether the PPE commissions are based on gross or net revenue, is not relevant to the determination that the commissions are wages; and
  • Receiving a base salary does not turn “commissions” into “supplementary incentives” under the WPL.

Source: Rosalyn Musker v. Suuchi, Inc. (A-8-24) (089665) 

New Jersey Employees Who Believe Their Employer Has Withheld or Refused to Pay Commissions

As the New Jersey Supreme Court unanimously decided, under New Jersey’s WPL, commissions are wages.

If you believe you are a victim of unpaid commissions, you may have legal claims and are encouraged to send us a message or contact Michael Yarnoff, Esq., (215) 792-6676, Ext. 804, [email protected], [email protected], for a free, no-obligation legal evaluation.

About Kehoe Law Firm, P.C.

Kehoe Law Firm, P.C. is a nationally recognized, plaintiff-side class action law firm dedicated to protecting investors and consumers from fraud and misconduct. Our attorneys have served as Lead or Co-Lead Counsel in major securities cases, recovering over $10 billion for institutional and individual investors.

Our firm litigates securities fraud, fiduciary breaches, unfair mergers and acquisitions, and antitrust violations, while also representing whistleblowers and advocating for victims of data breaches, consumer fraud, vehicle and product defects, employment law violations, retirement plan mismanagement, and other corporate and business misconduct. With a results-driven approach, we pursue justice and substantial recoveries for those we represent.

Kehoe Law Firm’s class action legal services are provided on a contingency-fee basis, meaning clients are not responsible for any fees or litigation expenses. 

 

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California Cryobank Data Breach

Kehoe Law Firm, P.C. is making individuals aware that California Cryobank LLC (“California Cryobank”) reported a data breach to the Office of the Vermont Attorney General and the Office of the Maine Attorney General. 

What Caused the California Cryobank Data Breach?

California Cryobank’s investigation “. . . determined that an unauthorized party gained access to [its] IT environment and may have accessed and/or acquired files maintained on certain computer systems between April 20, 2024 and April 22, 2024.”

What Information was Compromised in the California Cryobank Data Breach?

The data breach notice filed with the Office of the Vermont Attorney General stated that California Cryobank “. . . determined that certain files that were potentially accessed and/or acquired as a result of the incident contain . . . information, including . . . name and one or more of the following: bank account and routing number, payment card number, and/or health insurance information.

The data breach notice filed with the Office of the Maine Attorney General stated that “. . . CCB determined that certain files that were potentially accessed and/or acquired as a result of the incident contain some of your information, including your name[,] Social Security number, driver’s license number, financial account number and health insurance information.”

Did You Receive a Data Breach Notification Letter?

If you received a data breach notice regarding the California Cryobank data breach and have questions about the breach, or have experienced fraud, identity theft, or other harm as a result, Kehoe Law Firm, P.C. can help you understand your rights and explore your legal options.

For a free, no-obligation legal evaluation, send us a message or contact:

📞 Michael Yarnoff, Esq. – (215) 792-6676, Ext. 804
📧 Email: [email protected] | [email protected]

About Kehoe Law Firm, P.C.

Kehoe Law Firm, P.C. is a nationally recognized, plaintiff-side class action firm dedicated to protecting investors and consumers from fraud and misconduct. Our attorneys have served as Lead or Co-Lead Counsel in major securities cases, recovering over $10 billion for institutional and individual investors. We litigate securities fraud, fiduciary breaches, unfair mergers and acquisitions, and antitrust violations, while also representing whistleblowers and advocating for victims of data breaches, consumer fraud, vehicle and product defects, employment law violations, retirement plan mismanagement, and other corporate and business misconduct. With a results-driven approach, we pursue justice and substantial recoveries for those we represent.

KLF’s class action legal services are provided on a contingency-fee basis, meaning clients are not responsible for any fees or litigation expenses.


 

 

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Cadillac, Chevrolet Camaro Recall – 90,081 Cadillac and Camaro Vehicles Recalled Over Wheel Lock-Up Risk

Kehoe Law Firm, P.C. is notifying consumers that General Motors LLC (“GM”) has issued a recall affecting certain Cadillac and Chevrolet Camaro vehicles. 

GM Issues Recall for Wheel Lock-Up Risk 

GM is recalling the following vehicles equipped with a 10-speed transmission, due to the risk of internal transmission damage, which may cause the front wheels to lock-up and increase the risk of a crash:

  • 2019-2020 Cadillac CT6
  • 2020-2021 CT5
  • 2020-2021 CT4
  • 2020-2022 Chevrolet Camaro 

Recall Remedy

Dealers will install transmission control module monitoring software, free of charge.

Owner notification letters are expected to be mailed beginning April 21, 2025.

Owners may contact Cadillac customer service at 1-800-333-4223 or Chevrolet customer service at 1-800-222-1020. GM’s number for this recall is N242480630.

Additional Details About the Cadillac and Chevrolet Camaro Recall 

More information about the recall can be found in the following official documents:

How to Check if Your Vehicle Has Been Recalled

To determine if your vehicle is subject to this recall, please click Check for Recalls to easily search vehicles, car seats, tires and other equipment for safety recalls, investigations, complaints and manufacturer communication.

Questions About A Vehicle Defect or Recall?

Vehicle owners and lessess affected by automotive defects or safety recalls are encouraged to contact Kehoe Law Firm, P.C. by sending us a message below or contacting Michael Yarnoff, Esq., (215) 792-6676, Ext. 804, [email protected], [email protected], for a free, no-obligation evaluation of potential legal claims.

About Kehoe Law Firm, P.C. 

Kehoe Law Firm, P.C is a nationally recognized, plaintiff-side class action firm dedicated to protecting investors and consumers from fraud and misconduct. Our attorneys have served as Lead or Co-Lead Counsel in major securities cases, recovering over $10 billion for institutional and individual investors. We litigate securities fraud, fiduciary breaches, unfair mergers and acquisitions, and antitrust violations, while also representing whistleblowers and advocating for victims of data breaches, consumer fraud, vehicle and product defects, employment law violations, retirement plan mismanagement, and other corporate and business misconduct. With a results-driven approach, we pursue justice and substantial recoveries for those we represent.

Our class action legal services are on a contingency-fee basis, meaning clients are not responsible for any fees or litigation expenses.

Affiliate Marketer Referral Fees Focus of Class Action

On March 11, 2025, a class action complaint was filed in United States District Court, Northern District of California, against Rakuten USA, Inc. and Ebates Performance Marketing, Inc., d/b/a Rakuten Rewards (collectively, “Rakuten”).

Affiliate Marketer Referral Fees & Rakuten’s Alleged Replacement of Tracking Cookies

Affiliate marketing, according to the complaint, involves content creators, influencers, bloggers, and other marketers earning referral fees by promoting products and directing traffic via affiliate links.

Affiliate links contain unique tracking cookies or “tags” that identify the Affiliate Marketer as the source of the referral. Tracking tags and affiliate marketing cookies are relied upon by online retailers to determine who gets credit for and referral fees from online referrals and product sales.

When a consumer uses an affiliate link and then activates the Rakuten Browser Extension to find and apply discount coupons, Rakuten, allegedly, replaces the Affiliate Marketer’s tracking cookie with its own.  As a result, Rakuten “effectively tak[es] credit for and steal[s] any resulting fee from the sale.”

Alleged Cookie Manipulation & Last-Click Attribution

The widely-used, free Rakuten Browser Extension searches for and applies coupons while consumers shop online. At a consumer’s online shopping cart, the consumer is prompted to apply any coupons Rakuten finds.

When the browser extension is activated during checkout, Rakuten, according to the complaint, replaces tracking tags indicating Affiliate Marketers as the referral source with Rakuten’s own tracking tags. Thus, Rakuten, by manipulating the tracking tag, ensures the Affiliate Marketer referral fee for the purchase is redirected to Rakuten, even if the original referral source was an Affiliate Marketer’s link.

Rakuten, allegedly, has used the Rakuten Browser Extension to “manipulate users’ network transmissions to allow Rakuten to take credit for referral fees it did not earn.” Further, by replacing cookies, Rakuten simulates a new referral and ensures that it receives last-click attribution, a standard industry practice for crediting referrals.

Impact on Affiliate Marketers

As a result of Rakuten’s alleged conduct, Affiliate Marketers not only lose out on referral fees they rightfully earned but also can cause Affiliate Marketers to appear as underperforming to their Merchant Partners, potentially jeopardizing future contracts, better business terms, and business relationships.

Affiliate Marketers Concerned About Referral Fees May Have Legal Claims

Affiliate Marketers who are concerned about their referral fees are encouraged to send us a message or contact Michael Yarnoff, Esq., (215) 792-6676, Ext. 804, [email protected], [email protected], for a free, no-obligation evaluation of potential legal claims.

About Kehoe Law Firm, P.C.

Kehoe Law Firm, P.C. is a nationally recognized, plaintiff-side class action firm dedicated to protecting investors and consumers from fraud and misconduct. Our attorneys have served as Lead or Co-Lead Counsel in major securities cases, recovering over $10 billion for institutional and individual investors. We litigate securities fraud, fiduciary breaches, unfair mergers and acquisitions, and antitrust violations, while also representing whistleblowers and advocating for victims of data breaches, consumer fraud, vehicle and product defects, employment law violations, retirement plan mismanagement, and other corporate and business misconduct. With a results-driven approach, we pursue justice and substantial recoveries for those we represent.

KLF’s class action legal services are on a contingency-fee basis, meaning clients are not responsible for any fees or litigation expenses.

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Vehicle Recalls: Important Consumer Information

Vehicle Recalls: When is a Safety Recall Required? //

When your vehicle or motor vehicle equipment poses a safety risk to you, your passengers, or other motorists, it can be recalled.

  • A recall is issued when a manufacturer or the National Highway Traffic Safety Administration (“NHTSA”) determines that a vehicle, equipment, car seat, or tire creates an unreasonable safety risk or fails to meet minimum safety standards.
  • Manufacturers are required to fix the problem by repairing it, replacing it, offering a refund, or, in rare cases, repurchasing the vehicle.

The United States Code for Motor Vehicle Safety (Title 49, Chapter 301) defines motor vehicle safety as “the performance of a motor vehicle or motor vehicle equipment in a way that protects the public against unreasonable risk of accidents occurring because of the design, construction, or performance of a motor vehicle, and against unreasonable risk of death or injury in an accident, and includes nonoperational safety of a motor vehicle.”

A defect includes “any defect in performance, construction, a component, or material of a motor vehicle or motor vehicle equipment.”

Generally, a safety defect is defined as a problem that exists in a motor vehicle or item of motor vehicle equipment that:

  • Poses a risk to motor vehicle safety and
  • May exist in a group of vehicles of the same design or manufacture, or items of equipment of the same type and manufacture.

How Do Vehicle Recalls Affect Owners and Lessees?

When your vehicle, equipment, car seat, or tire is subject to a recall, a safety defect has been identified that affects you.

NHTSA monitors each safety recall to make sure owners receive safe, free, and effective remedies from manufacturers according to the Safety Act and federal regulations. If there is a safety recall, your manufacturer will fix the problem free of charge.

How Do I Know if My Vehicle Has Been Recalled?

If you have registered your vehicle, your manufacturer will notify you if there’s a safety recall by sending you a letter in the mail. It is important to make sure your vehicle registration is up-to-date, including your current mailing address.

Vehicle owners and lessees can also sign up to receive from NHTSA e-mail recall notifications affecting your make and model or download the SaferCar mobile app for iPhones or SaferCar mobile app for Androids to have recall alerts sent to your phone.

Manufacturers are obligated to attempt to notify owners of recalled products.

For vehicles, this means manufacturers merge their own vehicle purchase records with current state vehicle registration information.

For equipment, where state registration records do not exist, manufacturers are obligated to notify their distribution chain and known purchasers of the recalled equipment.

Even if you do not receive a notification, however, if your vehicle, child restraint, or other item of equipment is involved in a safety recall, the manufacturer is obligated to provide a free remedy.

What Should You Do If Your Vehicle Has Been Recalled?

When you receive a vehicle recall notification, follow any interim safety guidance provided by the manufacturer and contact your local dealership.

Whether you receive a recall notification or are subject to a safety improvement campaign, it is very important that you visit your dealer to have the vehicle serviced.

The dealer will fix the recalled part or portion of your car for free. If a dealer refuses to repair your vehicle in accordance with the recall letter, you should notify the manufacturer immediately.

How Do You Search for Vehicle Recalls?

To easily search vehicles, car seats, tires and other equipment for safety recalls, investigations, complaints and manufacturer communication, visit Check for Recalls on the NHTSA website.

On NHTSA.gov, consumers can search for recalls by:

The NHTSA also makes recall information searchable by

How Do You Report a Safety Problem to the NHTSA?

Consumers who experience a vehicle issue that could be a safety defect can submit a complaint on the NHTSA’s website at Report a Safety Problem or call the NHTSA’s Vehicle Safety Hotline at (888) 327-4236, Monday-Friday, 8 a.m. to 8 p.m. (ET), Hearing Impaired (TTY), (888) 275-9171. 

Source: Safercar.gov, Vehicle Recalls: FAQs and NHTSA.gov, Resources Related to Investigations and Recalls

Consumers Affected by Safety Recalls May Have Legal Claims

Consumers impacted by vehicle defects or safety recalls are encouraged to send us a message or contact Michael Yarnoff, Esq., (215) 792-6676, Ext. 804, [email protected], [email protected], for a free, no-obligation evaluation of potential legal claims, 

About Kehoe Law Firm, P.C.

Kehoe Law Firm, P.C. is a nationally recognized, plaintiff-side class action law firm dedicated to protecting investors and consumers from fraud and misconduct. Our attorneys have served as Lead or Co-Lead Counsel in major securities cases, recovering over $10 billion for institutional and individual investors. We litigate securities fraud, fiduciary breaches, unfair mergers and acquisitions, and antitrust violations, while also representing whistleblowers and advocating for victims of data breaches, consumer fraud, vehicle and product defects, employment law violations, retirement plan mismanagement, and other corporate and business misconduct. With a results-driven approach, we pursue justice and substantial recoveries for those we represent.

KLF’s class action legal services are provided on a contingency-fee basis, meaning clients are not responsible for any fees or litigation expenses. 

 

SEND US A MESSAGE

Contact Us

ADDRESS

Kehoe Law Firm, P.C.
2001 Market Street
Suite 2500
Philadelphia, PA 19103

PHONE

Tel: 215-792-6676

EMAIL

[email protected]

California Overtime Pay: Know Your Rights & Get Paid Fairly

California Overtime Pay & Nonexempt Employees //

Kehoe Law Firm, P.C. is ensuring that California workers know that California overtime pay provisions mandate that nonexempt employees—ages 18 and older, as well as 16- and 17-year-olds who are not required to attend school and are legally permitted to work—cannot be employed for more than eight hours per workday or 40 hours per workweek, unless they receive overtime pay at one and one-half times their regular rate of pay for all hours exceeding these limits.

Eight hours of labor constitutes a day’s work, and employment beyond eight hours in any workday or more than six days in any workweek requires the employee to be compensated for the overtime at not less than:

  • One and one-half times the employee’s regular rate of pay for all hours worked beyond eight hours up to and including 12 hours in any workday, and for the first eight hours worked on the seventh consecutive day of work in a workweek; and
  • Double the employee’s regular rate of pay for all hours worked beyond 12 hours in any workday and for all hours exceeding eight on the seventh consecutive day of work in a workweek.

Are there Exemptions from the California Overtime Pay Laws?

YES. To learn more about the exemptions from California’s overtime pay laws, click here.

The “Regular Rate of Pay” and Calculating Overtime

California overtime pay is based on the regular rate of pay, which is the compensation normally earned for the work performed.

The regular rate of pay includes several different kinds of remuneration, such as hourly earnings, salary, piecework earnings, and commissions.

The regular rate of pay may not be less than the applicable minimum wage.

Ordinarily, the hours to be used in computing the regular rate of pay may not exceed the legal maximum regular hours which, in most cases, is 8 hours per workday, 40 hours per workweek.

The agreed upon regular hours must be used, if they are less than the legal maximum regular hours. For example, if you work 32 to 38 hours each week, there is an agreed average workweek of 35 hours, and thirty-five hours is the figure used to determine the regular rate of pay.

In circumstances where the workweek is less than 40 hours, however, the law does not require payment of the overtime premium unless the employee works more than eight hours in a workday or more than 40 hours in a workweek.

Stated differently, assuming you are employed under a policy that provides for a 35-hour workweek, the law does not require the employer to pay the overtime premium until after eight hours in a workday or 40 hours in a workweek.

If you work more than 35 but fewer than 40 hours in a workweek, you will be entitled to be paid for the extra hours at your regular rate of pay unless you work over eight hours in a workday or 40 hours in a workweek.

How to Calculate the Regular Rate of Pay

If you are paid on an hourly basis, that amount, including, among other things, shift differentials and the per hour value of any non-hourly compensation the employee has earned, is the regular rate of pay.

If you are paid a salary, the regular rate is determined as follows:

  • Multiply the monthly remuneration by 12 (months) to get the annual salary.
  • Divide the annual salary by 52 (weeks) to get the weekly salary.
  • Divide the weekly salary by the number of legal maximum regular hours (40) to get the regular hourly rate.

If you are paid by the piece or commission, either of the following methods may be used to determine the regular rate of pay for purposes of computing overtime:

  • The piece or commission rate is used as the regular rate and you are paid one and one-half this rate for production during the first four overtime hours in a workday, and double time for all hours worked beyond 12 in a workday; or
  • Divide your total earnings for the workweek, including earnings during overtime hours, by the total hours worked during the workweek, including the overtime hours. For each overtime hour worked you are entitled to an additional one-half the regular rate for hours requiring time and one-half, and to the full rate for hours requiring double time.

A group rate for piece workers is an acceptable method for computing the regular rate of pay. In using this method, the total number of pieces produced by the group is divided by the number of people in the group, with each person being paid accordingly. The regular rate for each worker is determined by dividing the pay received by the number of hours worked. The regular rate cannot be less than the minimum wage.

If you are paid two or more rates by the same employer during the workweek, the regular rate is the “weighted average” determined by dividing your total earnings for the workweek, including earnings during overtime hours, by the total hours worked during the workweek, including the overtime hours.

For example, if you work 32 hours at $11.00 an hour and 10 hours during the same workweek at $9.00 an hour, your weighted average (and thus the regular rate for that workweek) is $10.52. This is calculated by adding your $442 straight time pay for the workweek [(32hours x $11.00/hour) + (10 hours x $9.00/hour) = $442] and dividing it by the 42 hours you worked.

Is an Employer Required to Pay Employees for Unauthorized Overtime?

YES. California law requires that employers pay overtime, whether authorized or not, at the rate of one and one-half times the employee’s regular rate of pay for all hours worked in excess of eight up to and including 12 hours in any workday, and for the first eight hours of work on the seventh consecutive day of work in a workweek, and double the employee’s regular rate of pay for all hours worked in excess of 12 in any workday and for all hours worked in excess of eight on the seventh consecutive day of work in a workweek.

Is a Bonus Factored into the Regular Rate of Pay when Calculating Overtime?

YESif it is a nondiscretionary bonus. A nondiscretionary bonus is included in determining the regular rate of pay for computing overtime when the bonus is compensation for hours worked, production or proficiency, or as an incentive to remain employed by the same employer.

Incentive bonuses include flat sum bonuses. To properly compute overtime on a flat sum bonus, the bonus must be divided by the maximum legal regular hours worked in the bonus-earning period, not by the total hours worked in the bonus-earning period. This calculation will produce the regular rate of pay on the flat sum bonus earnings.

Overtime on a flat sum bonus must then be paid at 1.5 times or 2 times this regular rate calculation for any overtime hour worked in the bonus-earning period.

Overtime on production bonuses, bonuses designed as an incentive for increased production for each hour worked are computed differently from flat sum bonuses.

To compute overtime on a production bonus, the production bonus is divided by the total hours worked in the bonus earning period. This calculation will produce the regular rate of pay on the production bonus.

Overtime on the production bonus is then paid at .5 times or 1 times the regular rate for all overtime hours worked in the bonus-earning period. Overtime on either type of bonus may be due on either a daily or weekly basis and must be paid in the pay period following the end of the bonus-earning period.

Discretionary bonuses or sums paid as gifts at a holiday or other special occasion, such as a reward for good service, which are not measured by or dependent upon hours worked, production or efficiency, are not subject to be paid at overtime rates and thus are not included for purposes of determining the regular rate of pay.

Are any Amounts Excluded from the Regular Rate of Pay?

YES. Certain types of payments are excluded from the regular rate of pay.

Examples of some of the more common exclusions are sums paid as gifts for special occasions, expense reimbursements, payments made for occasional periods when no work is performed due to vacation, holiday, illness, failure of the employer to provide sufficient work, premium pay for Saturday, Sunday, or holiday work (where such premium rate is not less than one and one-half times the rate established in good faith for like work performed in non-overtime hours on other days), and discretionary bonuses.

Are Salaried Employees Entitled to Overtime?

It depends. A salaried employee must be paid overtime unless they meet the test for exempt status as defined by federal and state laws, or unless they are specifically exempted from overtime by the provisions of the California Labor Code or one of the Industrial Welfare Commission Wage Orders regulating wages, hours and working conditions.

Can an Employer Require an Employee to Work Overtime?

YES. Generally, an employer may dictate the employee’s work schedule and hours. Additionally, under most circumstances the employer may discipline an employee, up to and including termination, if the employee refuses to work scheduled overtime.

An employer, however, cannot discipline an employee for refusing to work on the 7th day in a workweek and is subject to a penalty for causing or inducing an employee to forego a day of rest. An employee who is fully apprised of the entitlement to rest may independently chooses not to take a day of rest.

Can an Employee Waive His or Her Right to Overtime Pay?

California law requires that an employee be paid all overtime compensation notwithstanding any agreement to work for a lesser wage. Such an agreement or “waiver” will, therefore, not prevent an employee from recovering the difference between the wages paid the employee and the overtime compensation he or she is entitled to receive.

Source: State of California, Department of Industrial Relations.

What Are My Options if My Employer Fails to Pay Overtime Wages?

If you have not been paid required overtime, you may have legal claims. Our experienced class action attorneys are dedicated to protecting workers’ rights. For a free, no-obligation evaluation of potential legal claims, send us a message or contact Michael Yarnoff, Esq., (215) 792-6676, Ext. 804, [email protected], [email protected]

About Kehoe Law Firm, P.C.

Kehoe Law Firm, P.C. is a nationally recognized, plaintiff-side class action law firm dedicated to protecting investors and consumers from fraud and misconduct. Our attorneys have served as Lead or Co-Lead Counsel in major securities cases, recovering over $10 billion for institutional and individual investors. We litigate securities fraud, fiduciary breaches, unfair mergers and acquisitions, and antitrust violations, while also representing whistleblowers and advocating for victims of data breaches, consumer fraud, vehicle and product defects, employment law violations, retirement plan mismanagement, and other corporate and business misconduct. With a results-driven approach, we pursue justice and substantial recoveries for those we represent.

KLF’s class action legal services are provided on a contingency-fee basis, meaning clients are not responsible for any fees or litigation expenses. 

 

SEND US A MESSAGE

Contact Us

ADDRESS

Kehoe Law Firm, P.C.
2001 Market Street
Suite 2500
Philadelphia, PA 19103

PHONE

Tel: 215-792-6676

EMAIL

[email protected]