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At the law offices of Myers, Widders, Gibson, Jones and Schneider, L.L.P. we serve clients in California and Nevada.

Our office locations are: Ventura, San Luis Obispo, Valencia, Reno, and Las Vegas. Our legal services help businesses and individuals throughout the tri-counties, including San Luis Obispo County, Santa Barbara County, and Ventura County, and the cities of Santa Maria, Camarillo, Oxnard, Ventura, Ojai, Thousand Oaks – Los Angeles County and in the Southern California communities of the Santa Clarita Valley and San Fernando Valley - and the greater metro areas of Nevada: Reno and Las Vegas.

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5425 Everglades Street Ventura, CA 93003

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Wage and Hour

Lawyers Fighting for Employees’ Fair Pay and Work Conditions

At Myers, Widders, Gibson, Jones & Schneider, L.L.P. (“MWGJS”) we know employees are asked to work longer hours and accomplish more while they are working. Employers want to squeeze more work out of their employees. Often the end result is the misclassification of employees as exempt from overtime when they are not. This can lead to a failure to pay overtime hours worked and a failure to provide accurate pay stubs showing the full amount of time on the job.

Many wage and hour violations involve misclassification of an employee. Whether your employer knows they are violating a state or federal overtime-wage and hour law or not, employers often violate three categories of the wage and hour requirements: unpaid wages, unpaid overtime wages, and failure to meet minimum wage requirements.

Exempt or Non-Exempt Employee Status

Your employer may have you on salary and tell you that because you are on salary you do not qualify for overtime pay. Your employer may be wrong. Or your employer may pay you a salary and classify you as a so called "Exempt Employee" and tell you that you are not entitled to overtime pay because of that. Exempt by definition is determined on a case by case basis. Exempt and Non-Exempt employees fall under different overtime laws in California. Whether you are an Exempt Employee is determined by very technical overtime pay laws. Due to the complexity of employee classifications we strongly suggest you contact an experienced wage and overtime claims attorney to discuss the merits of your claim.

Lunch period and Breaks

In the State of California employers must provide their employees with at least a 30-minute meal period for every five hours worked in a day. If the total work period per day is no more than six hours, the meal period may be waived by mutual agreement between the employer and employee. A second meal period of at least 30 minutes must be provided if an employee works more than 10 hours per day. However, if the total number of hours worked in a day is no more than 12 hours, the second meal period may be waived by mutual consent of the employer and the employee, provided that the first meal was not waived. Employees must be relieved of all duty during the meal period, unless the nature of the work prevents the employee from being relieved of all duty and the employee and employer have agreed in writing that the meal period will be on-the-job.

The law in California requires employers to provide non-exempt employees with a 10-minute rest period for each four-hour block of time worked. Rest periods must be taken in the middle of each four-hour work period. However, the law does not require employers to provide a rest period to those employees whose total daily work time is less than 3 ½ hours.

Contact Experienced Employment Law Attorneys

If you believe that you are owed wages, including overtime, have been misclassified for purposes of the wage and hour provisions, have had money unlawfully deducted from your pay stub, or have any other wage and hour concerns or issues contact Myers, Widders, Gibson, Jones & Schneider, L.L.P today. We offer free phone consultations and if we do not recover monetary compensation for you, you do not owe fees. Send us an email or call 805-644-7188.