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Do Call Center Operators Get Overtime for off-the-Clock Work?

Do Call Center Operators Get Overtime for off-the-Clock Work?In the United States alone, there are an estimated 2.3 million call center operators. Countless call center operators put in hours upon hours of off-the-clock work, and many employers often take advantage of these workers. Whether it is time spent on meetings, traveling between work sites, or additional work done after the completion of the employee’s shift, this time is valuable and should be treated as such.

Wage violations occur far too often, and employees find themselves being shorted of earned wages. In cases such as these, it is a wise idea to seek the help of a skilled attorney to assist you in recovering the total compensation you deserve.

Does Off-the-Clock Work Count?

According to the Fair Labor Standards Act (FLSA), it is mandatory that employers compensate non-exempt employees for the off-the-clock work they complete. This requirement applies to all time worked, regardless of whether the employee clocks in remotely, fills out a timecard, completes a sign-in sheet…or not.

If the time worked exceeds forty hours in the employer defined workweek of seven days, the employer must pay the non-exempt employee time and a half for each hour worked over the 40 hour limit.

How Does This Apply to Call Center Operators?

Call center operators often are required to work off-the-clock time to complete a variety of tasks. This could include additional duties, such as attending meetings, working through breaks, or completing paperwork before or after calls are finished.

This off-the-clock time put in by the employee, if left unpaid, violates the law. In cases such as these, a skilled attorney can help.

How Can an Attorney Help with Off-the-Clock Overtime Hours?

When call center operators are required to work off-the-clock hours, they go into overtime without the appropriate compensation. If this is the case, it may be time to seek the help of a lawyer. Regardless of whether you spent twenty minutes or three hours on additional off-the-clock work, you should be paid for it.

To initiate a claim under the Fair Labor Standards Act, the employee must show that the off-the-clock hours worked were not credited, that the employer either approved or should have known about the employee’s work, and that the result of these  two conditions has left the employee with unpaid wages.

Your attorney will closely examine your case and ensure that all bases are covered when it comes to your off-the-clock work. They will then build a case to help you recover the wages you rightfully earned.

If you need help with your claim or understanding wage laws, a committed attorney with a practice focused on wage violations can help.

Contact an Attorney at the Lore Law Firm Today for Help Navigating Your Off-the-Clock Overtime Pay Claim

Whether you are unsure if you have a claim or you are having a tough time navigating the complicated structure of FLSA laws, a skilled attorney can help you. After assisting thousands of employees in recovering millions of dollars for wage violations, the talented team of attorneys at the Lore Law Firm is ready to help.

To get started with a free review of your situation, visit their website and fill out their contact form or call 713-782-5291 today.