Wage and hour laws protect employees from unfair pay practices, including unpaid overtime, minimum wage violations, and misclassification. Workers in Georgia are entitled to be paid lawfully for all hours worked. When employers violate wage and hour requirements, The C. Paul Law Firm P.C. helps employees understand their rights and pursue appropriate legal remedies.
What Is Wage & Hour Law?
Wage and hour law governs how employees are paid, including minimum wage, overtime, recordkeeping, and employee classification. In Georgia, most wage and hour protections arise under federal law, as Georgia does not maintain a comprehensive private-sector wage and hour statute.
Key Wage & Hour Laws Affecting Georgia Employees
| Law | What It Covers |
| Fair Labor Standards Act (FLSA) | Minimum wage, overtime, recordkeeping |
| Equal Pay Act | Equal pay for equal work |
| Family and Medical Leave Act (FMLA) | Job-protected unpaid leave (in qualifying cases) |
| Contract & Wage Agreements | Employer obligations under written or implied agreements |
Common Wage & Hour Violations
| Violation Type | Examples |
| Unpaid Overtime | Not paying time-and-a-half over 40 hours |
| Minimum Wage Violations | Paying below the federal minimum wage |
| Off-the-Clock Work | Requiring work before or after shifts |
| Employee Misclassification | Improperly labeling workers as exempt or contractors |
| Unpaid Breaks | Improperly docking compensable time |
| Improper Deductions | Unlawful paycheck deductions |
Employee Classification Under Wage & Hour Law
Employee classification plays a major role in wage disputes. Employers sometimes misclassify workers to avoid paying overtime or benefits.
Common Misclassification Issues
- Salaried employees treated as exempt without meeting legal criteria
- Independent contractors performing employee-level duties
- Job titles used to justify unpaid overtime
Classification depends on job duties and pay structure, not titles alone.
What Employees Must Prove in a Wage & Hour Claim
To bring a wage and hour claim, employees generally must establish:
- They performed compensable work
- They were not properly paid for that work
- The employer failed to comply with wage laws
- The amount of unpaid wages owed
Evidence may include time records, pay stubs, schedules, communications, and witness testimony.
Potential Remedies in Wage & Hour Cases
Depending on the facts and applicable law, employees may recover:
- Unpaid wages and overtime
- Back pay
- Liquidated damages (where allowed)
- Attorneys’ fees and litigation costs
Remedies vary based on employer conduct and the nature of the violation.
Deadlines for Wage & Hour Claims
Under federal law, wage and hour claims generally must be filed within:
- 2 yearsof the violation
- 3 yearsfor willful violations
Timely legal review is essential to preserving wage claims.
Frequently Asked Questions
Does Georgia have its own wage and hour law?
Georgia relies primarily on federal wage and hour laws for private employers.
Can salaried employees receive overtime?
Yes. Many salaried employees are still entitled to overtime depending on job duties.
Is retaliation allowed for wage complaints?
No. Employers may not retaliate against employees who assert wage rights.
Why Choose The C. Paul Law Firm P.C.
- Experience handling wage and hour disputes
- Knowledge of federal and Georgia employment law
- Strategic review of payroll and classification practices
- Clear and professional client communication
- Commitment to ethical and effective advocacy
We help employees protect their earnings and enforce their workplace rights.
Speak With a Wage & Hour Lawyer in Georgia
If you believe your employer violated wage and hour laws in Georgia, The C. Paul Law Firm P.C. can help you evaluate your situation and understand your options. Contact our office today to schedule a confidential consultation. The C. Paul Law Firm P.C. is located at 1870 The Exchange, Suite 200, #1387, Atlanta, GA 30339. You can reach us at (212) 551-PAUL or visit www.cpaullawfirm.com. Reach out today to speak with a member of our team and take the next step toward protecting your earned wages