It’s sometimes easy for both employers and employees to get confused about overtime laws and overtime pay. Federal and state labor laws define overtime as any amount of time that a nonexempt employee works over 40 hours within a given workweek. When an employee does so, their employer is required to pay that worker time-and-a-half for the additional time.

The same overtime and wage laws also define a workweek as a fixed and regularly recurring period of 168 consecutive hours. Workplace disputes oftentimes arise when employers set their own overtime policies that differ from those found within the employment laws.

Many people go through periods in their lives when it’s hard to pay their bills on time. When that happens, creditors oftentimes use debt collectors, or third-party collection agencies, to put pressure on those who owe them money.

Sometimes, the debt collector’s methods are excessive or even abusive. Fortunately, for consumers, debtors have rights under both state and federal laws that protect them against debt collection tactics that are unfair, deceptive and/or unreasonable.

New product innovations are constantly being introduced to make our lives easier. Unfortunately, hundreds of consumers are injured every year because of a faulty, dangerous, or defective product.

Sometimes these injuries cause permanent disabilities or even fatalities. Under existing federal and state laws, manufacturers are usually responsible for providing consumers with products that are safe when used normally.

If you’re currently employed in California or Massachusetts, are you wondering why you’re not receiving overtime pay like some of your coworkers? Workers are protected by federal and state employment laws that dictate who is, or is not, eligible for overtime pay when working more than 40 hours in a work week, or over 8 hours in a workday. Under federal law, one of the main determining factors for overtime pay is a worker’s job exemption status under the Fair Labor Standards Act.