KNOW THIS ABOUT YOUR OVERTIME PAY RIGHTS
- Up to 70 % of employers ARE NOT in compliance with labor laws on overtime.
- The most common overtime violations are:
- Day Rate pay with no overtime premium
- Straight Time paid for overtime
- Misclassification as an independent contractor (1099 “employee”)
- Wait / Delay: Strict time limits apply to overtime claims. Generally, recovery is limited to the 2-3 year period prior to the date the claim is filed.
- Rely on your boss or HR for critical information about your overtime pay.
- Understand your overtime pay rights.
- Be very skeptical of any pay scheme that does not offer to pay you time and a half for all hours worked over 40 per week.
- Contact us immediately if you have any doubts about whether you’re entitled to overtime pay on your current job or past jobs pay.
Recent Articles & Posts
Public Justice provides an excellent overview and commentary on a recent court opinion that struck down a scheme where the employer misclassifies employees as independent contractors and then requires the workers to give up their right to file a lawsuit in court by signing an arbitration agreement. Here are excerpts: It’s a clever scheme: Pretend
by $1,000,000 in Overtime Wages and Penalties to be paid by Insurance Giant In yet another example that dispels the myth that large companies always "get it right" and classify and pay employees correctly, UnitedHealthcare has agreed to pay 479 of its workers $934,551 in back overtime wages, plus $104,280 in civil penalties. The Insurance giant
by Terminix has settled a class action lawsuit against it in which trainees claim they were forced to work far in excess of 8 hours per day and 40 hours per week without overtime pay, rest breaks and meal periods that most California employees are entitled to. California labor laws on overtime and breaks are easily
by According to recent filings with the federal court in New York, Dick's Sporting Goods Inc. has agreed to pay up to $15 million to resolve a number of wage-related claims brought by current and former employees who say the company failed to properly pay overtime in weeks in which they worked over 40 hours and
by Lowe’s Loss Prevention Managers (LPMs) working in California brought suit claiming that they were misclassified as “exempt” from wage and hour laws that require the payment of overtime, and as a result, were denied the overtime pay to which they were entitled. A settlement worth up to $2,950,000 was recently approved by U.S. District Court