Many employees assume a lawyer won’t take an unpaid wage case if the dollar amount is modest. This is not always true – statutory penalties and mandatory fee-shifting make even low-dollar claims enforceable and economically viable. Click to learn more.
The Fifth Circuit Court of Appeals affirmed, in full, an award of unpaid wages, penalties, and attorneys’ fees due to a Louisiana employer’s failure to pay all unpaid wages and accrued vacation after an employee’s resignation.
Modern life is full of meetings. This is especially true in the workplace, where many employers require staff to attend regular meetings to discuss work status, company rules, safety issues, or just to make sure everyone is on the same page. Sometimes, these meetings take place just before, or just after, the normal workday. Time … Read more
Day rates are common in many industries, including construction. Click here to learn more about worker overtime rights as they relate to flat daily pay rates.
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.
No-hire agreements depress wages by limiting corporate competition for employees. A recent decision from the Eleventh Circuit held this practice violates antitrust law.
A recent provision in the 2018 federal omnibus budget act changed the rules for tip pools under the FLSA. Click to learn more.
Many restaurants force waiters and bartenders to enter into a tip pool to share their tips with other employees. But a tip pool violates federal law if it includes back of house employees. 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.