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Ocga section 34-8-190(c) Form: What You Should Know
B) — Required information. § 34-8-180(c) — Written statement. § 34-8-191 — Separation notice and request for review of record required. § 34-8-193(g) — Waiver; suspension of benefits; appeal from refusal to submit required information § 34-8-193(h) — Appeal from notice of refusal to request review from review hearing § 34-8-193(j) — Mandatory suspension of benefits pending completion of review of record. § 34-8-194(a) — Records to be forwarded.
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Working off the clock no that is a direct violation of the Fair Labor Standards Act though there's a whole bunch of laws inside of the Fair Labor Standards Act that protect workers from being deprived of wages for overtime and then off the clock hours the workweek is a 40-hour workweek sometimes the job requires working more than 40 hours and the company can require you to work those hours they just have to pay you for doing that there's no laws in this country apart from very young workers that protect against having to work long hours the laws we have protect how you have to be paid for those hours so if you are a restaurant worker say a server in a restaurant and your employer asks you to work seven days a week there's nothing inherently wrong with that except that the employer would have to compensate you for time that would be over the minimum hours if you are employed in any capacity then you have to be paid not only your time that you've worked but also time and a half for any hours over 40 and that's true whether you're an hourly employee or a salaried employee unless your duties as a salaried employee make you accept which are very very far at for you between if you're not really managing people and you really don't have let's say the power to hire and fire and you don't have a lot of independent discretion then it may be that you're owed overtime so it's one of the most misclassified areas of one of the areas where most people don't understand because people believe that if they're salaried they're not entitled to overtime but that's simply not true other types of overtime cases you'll...