Norman B. Blumenthal - San Diego, CA

Background 

Norman was born in Washington, D.C. on January 31, 1948. He received his B.A. from the University of Wisconsin in 1970 and then proceeded to earn his J.D. from the Loyola University of Chicago in 1973. He was admitted to the Bar in Illinois in 1973 and in California in 1976.

In 1973 and until 1975, Norman was a Law Clerk for Illinois Supreme Court Justice Thomas J. Moran, while serving on the Illinois Court of Appeals. He has been an instructor of Oil and Gas Law at the California Western School of Law in 1981 and the University of San Diego School of Law in 1983. Norman served as President and Chairman of the Board of the San Diego Petroleum Club Inc. in 1985 to1986. In addition, he held the position of the Chief Operating Officer and General Counsel for the Brumark Corporation from 1980 to 1987.

Experienced San Diego Employment Lawyer

Norman is a California class action pioneer. For over two decades, he has been representing employees and consumers in California in class action lawsuits for the purpose of handling the next great case to champion justice in a world where business at the extremes takes unfair advantage of employees and consumers. In total, Norman has obtained over $1.3 Billion on behalf of employees and consumers. More importantly, he has ushered in good public policy for the benefit of all Californians everywhere. 

As a result of Jordan v. Cal. DMV, on June 8, 2000, the California Governor signed two bills passed by the Legislature, which found and declared that approximately 1,700,000 vehicle owners paid a an unconstitutional smog impact fee imposed by California on out of state vehicles. This amounted to a $500 million in unconstitutional smog impact fees imposed on drivers. After interest, Norman helped settle this case for over $650 million dollars. Norman enabled over 1.7 million people get refunds for a smog impact fee that was unconstitutional.

Overtime Pay Lawyer Fighting For Employee Wages 

It is too easy for employees to assume that their paychecks reflect the true amount of hours they worked and money they earned. Employers are always trying to tighten margins and unfortunately one of the first places they look to do this is with the cost of labor. However, since businesses still need the labor, they in fact do not cut back on labor costs; instead, they simply start cheating employees out of the full amount of overtime wages they earn.

Blumenthal, Nordrehaug & Bhowmik represents employees throughout California in lawsuits to collect unpaid overtime wages. The firm has the resources and experience to help employees fight back against illegal pay practices such as:

In California, employers are required to give all non-exempt employees accurate itemized wage statements. These wage statements must include everything from the amount of time the employee works to the amount of money the employee makes for that particular time he or she is working.

Many employers don’t only fail to issue accurate itemized wage statements with all of this information. In fact, employers frequently fail to even have a timekeeping system that is capable of tracking all of the hours employees work. Some time tracking systems actually go as far as to not allow employees to record and report overtime hours worked. Employees are suppose to receive one and a half times the regular rate of pay for all hours worked in excess of eight hours in a workday, forty hours in a workweek, or for the first eight hours on a seventh consecutive day. In addition, employees are entitled to receive two times the regular rate of pay for all hours worked in excess of twelve in a single workday and double the regular rate of pay for all hours worked in excess of eight hours on a seventh consecutive workday. How can employers pay employees the proper amount of wages if there is not even a timekeeping system that is capable of tracking and recording all of the time these employees work? What’s more, some employers have a timekeeping system that takes time away from employees. For example, timekeeping systems that are subject to manipulation are problematic because managers and supervisors may be instructed by the company to reduce or erase the true amount of hours that employees work. In effect, employees are losing out on overtime wages and other wages that they earned through the performance of labor.

If this is happening to you, contact one of our San Jose employment lawyers today for a free consultation about your work rights.

San Francisco Employment Law Help

The general presumption in California is that all employees are entitled to overtime compensation for working more than eight hours in a single day. They are also entitled to overtime compensation for working more than forty hours in a workweek under both federal and state laws. Businesses seek to avoid paying employees overtime wages by misclassifying them as exempt from overtime. It is the employer’s burden to prove that the employees are in fact exempt from overtime based on certain exemption tests, but employees rarely challenge their exempt classifications and therefore employers get away with these misclassifications.  

Here is a partial list of the types of employees that are regularly misclassified as exempt from overtime:

If you think that your employer may have committed illegal overtime practices against you or your fellow employees, contact an experienced overtime wage attorney at Blumenthal, Nordrehaug & Bhowmik today. We offer all employees free consultations. We also represent employees on a contingency basis, meaning that they never pay our attorneys a single dollar until and unless we recover money for them. We have the resources and experience to represent workers in individual and class action lawsuits throughout California communities such as San Diego, San Francisco, Los Angeles, Orange County, Oakland, Sacramento and Santa Clara.