The Fifth Circuit’s decision in Novick v. Shipcom emphasizes the importance of paying overtime when it is due, and provides a useful lesson on the importance of liquidated damages in FLSA cases.
I often receive calls from employees complaining about illegal deductions from their wages. Under the federal Fair Labor Standards Act (“FLSA“), deductions from paychecks are generally illegal if they bring your actual hourly wage below the minimum wage – that …
The Stiegler Law Firm represents worker in lawsuit for unpaid wages against the Cenikor Foundation in Baton Rouge, Louisiana.
The Department of Labor has (finally) released its updated proposed increase to the minimum FLSA salary basis for overtime exemptions. Click to learn more.
Carley v. Crest Pumping, a recent decision from the Fifth Circuit, addresses the Motor Carrier Exemption and the meaning of Gross Vehicle Weight Rating. Click to learn more.
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.
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.
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.