I see. Thank you for clarifying the situation for me.
Since you appear to be an exempt employee, meaning you are paid a salary rather than hourly, the employer is not normally required to pay for additional hours worked beyond your standard 37.5 hours.
However, if they have a policy of compensating exempt employees through an "overload" system, then there would typically be grounds to pursue payment based on a breach of implied contract claim where they refuse to adhere to their own policy.
This would not constitute a wage
claim which could subject the employer to penalties being assessed by the state, but a breach of contract
claim which you would have to bring individually.
Instead of filing a lawsuit though, I would typically retain a local employment law
attorney for the limited purpose of communicating a demand and negotiating a settlement of your claim, if you wish to continue working for this employer. It is generally not wise to file suit against an employer you wish to continue working for and retaining an attorney in this way is often the most cost-effective way to obtain a resolution and avoid the time and cost of pursuing litigation.
I hope this helps clarify the situation for you. Please remember to rate my service once you have all the information you need so I will be compensated for my time from the deposit you posted with this website. If you have any other questions, please ask me – I’ll be happy to respond. Thank you!