Employers are required to pay overtime to anyone who works more than 40 hours in a week. But what about companies who offer comp time instead? Unless you work for a government agency, comp time arrangements are illegal and violate your right to overtime pay under federal law.
A law firm secretary recently won over $120,000 in an overtime lawsuit against a former employer. Many companies fail to pay their receptionist or secretary overtime as required by law. Click to learn more.
Can companies pay overtime based on pay periods, rather than workweeks? Under the federal FLSA, the answer is no – and stiff penalties may apply. click to learn more.
Employees may hesitate to complain about unpaid overtime or wages for fear of retaliation. The FLSA retaliation provision provides strong protections to employees who raise complaints about their wages. Click to learn more.
Many immigrants are underpaid minimum wages or denied overtime pay. The FLSA provides a remedy – and the plaintiff’s immigration status is not relevant.
The Fifth Circuit has dismissed the appeal regarding the FLSA salary basis regulations. Click to learn more.
Employers are required to take commissions into account when calculating overtime pay. Many fail to follow these rules and underpay their workers. Click to learn more about commissions under the FLSA.
Liquidated damages, or double damages, are available in most FLSA cases, and can result in significant awards to successful plaintiffs. Click to learn more.
The cotton and sugarcane exemption to the FLSA.
The taxicab exemption to the FLSA exempts cab drivers from mandatory overtime pay. However, the exemption is interpreted very narrowly. Click to learn more.