Home healthcare can be grueling and difficult work. Workers often take ten to twelve hour shifts, sometimes six or seven days a week. They are responsible for providing close, personal care to elderly, sick, or recovering patients who need assistance in almost every facet of life. To make matters worse, many home healthcare companies refuse … Read more
Some companies refuse to pay overtime to workers by claiming that they are “independent contractors.” But simply calling someone an independent contractor does not make it true. Many supposed independent contractors are actually employees under the law, and entitled to overtime pay. Click to learn more.
Many restaurant workers are paid an hourly overtime wage of $3.19 or $3.20. However, this practice violates federal law. If you’re being paid less than $5.76 for overtime hours worked, you may be able to seek legal assistance. Click here to learn more.
The Stiegler Law Firm is pleased and proud to report an appeals court victory granting our clients overtime pay under the FLSA. Click to read more
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.
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.
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.