{"id":7846,"date":"2026-08-19T14:18:10","date_gmt":"2026-08-19T14:18:10","guid":{"rendered":"https:\/\/www.jameshawkinsaplc.com\/?page_id=7846"},"modified":"2026-09-10T21:56:15","modified_gmt":"2026-09-10T21:56:15","slug":"unpaid-overtime-lawyer-in-kent","status":"publish","type":"page","link":"https:\/\/www.jameshawkinsaplc.com\/es\/unpaid-overtime-lawyer-in-kent\/","title":{"rendered":"Unpaid Overtime Lawyer in Kent"},"content":{"rendered":"\t\t
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\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tGet a Free Consultation<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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You Worked the Hours. You Deserve the Pay.<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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Working overtime is often part of the job. Working overtime without being properly paid for it is not. If you regularly work more than 40 hours in a workweek and your employer does not pay you the overtime you are owed, you may have a wage-and-hour claim. At the James Hawkins Firm, we have represented employees exclusively for more than 25 years and have recovered substantial amounts for clients in employment and wage disputes. We understand how employers structure pay systems, how unpaid work can become routine, and how seemingly small amounts of unpaid time can add up to significant losses over weeks, months, or years.<\/p>

You should not have to choose between getting paid fairly and keeping your job. If you believe your employer has failed to pay you overtime, we can help you understand what happened, what you may be owed, and what options you have. Contact the James Hawkins Firm today for a free, confidential consultation.<\/p>

What Is Unpaid Overtime?<\/h2>

In Washington, most nonexempt employees must be paid overtime for hours worked over 40 in a seven-day workweek. The overtime rate must generally be at least 1.5 times the employee’s regular rate of pay. Washington law applies this requirement regardless of whether an employee is paid hourly, by piece rate, by commission, by salary, or through another compensation arrangement.<\/p>

For example, if a nonexempt employee earns $25 per hour and works 46 hours in a workweek, the employee generally should receive their regular pay for the first 40 hours and overtime pay at a rate of at least $37.50 for the additional six hours.<\/p>

But unpaid overtime is not always as obvious as an employer simply refusing to put overtime hours on a paycheck. In many cases, the problem is hidden in how an employer tracks time, classifies employees, calculates compensation, or expects employees to work before or after their scheduled shifts.<\/p>

What Counts as “Hours Worked”?<\/h2>

One of the most important questions in an unpaid overtime case is whether the employer is counting all of the time you actually worked. Washington’s Department of Labor & Industries recognizes that compensable time can include required training and meetings, certain travel time, waiting time, and time spent putting on or taking off required uniforms or protective equipment. Employers also cannot simply tell employees to work “off the clock” and avoid paying them for that time. Even if the employer did not authorize the additional work, employees generally must still be paid for hours they actually worked. However, the employer may separately discipline them for violating a workplace rule.\u00a0 That means overtime can be hidden in the minutes and hours that happen outside your scheduled shift. For example, you may have a potential issue if you are expected to:<\/p>