Many immigrants are underpaid minimum wages or denied overtime pay. The FLSA provides a remedy – and the plaintiff’s immigration status is not relevant.
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 motor carrier exemption to the FLSA exempts some — but not all — truck drivers, loaders, and mechanics from overtime pay. Click to learn more.
Many people are aware of the white collar exemptions to the FLSA. However, there are also several exemptions for manual workers such as fisherman, seamen, and truck drivers. Click to learn more.
Many employers use a time rounding system. While rounding time can be legal, employers must follow several rules to ensure that employees are not underpaid.
Many employers pay workers a flat day rate. They may assume – wrongfully – that this excuses them from paying overtime. But most day rate workers are owed overtime for hours worked over 40. Click to learn more.
Many workers attend lectures, classes, or other training related to their job duties. Should they be paid for this training time? In many cases, the answer is yes. Click to learn more.
If your employer hasn’t paid you the wages or overtime you are owed, should you bring them to court? And how much can you recover? The answer may be, more than you think.
The FLSA provides an overtime exemption for commissioned retail salespeople – but only if certain strict conditions are met. Click to learn more.
Learned professionals and creative professionals are exempt from overtime pay. However, there are specific requirements before an employee qualifies for these exemptions. Click to learn more.