A judge in Texas recently handed a class of drilling rig workers a big win – agreeing that two types of bonuses should have been included when determining their overtime pay rate. This is yet another in a long line of cases in which oilfield workers have successfully pursued recovery of back overtime wages.
  When record amounts of unpaid back wages are recovered for employees, that’s a good thing – right? Or, is it proof that wage theft by employers has not only continued to occur, but now happens at an increasing rate…despite the administration’s efforts towards “compliance assistance” and the PAID program that allows employers to resolve
  According to the 9th Circuit (the federal appeals court for Alaska, Arizona, California, and Hawaii), the “80/20 rule” does apply – upholding the Labor Department regulations which state that employers may not reduce a tip-earning employee’s hourly pay below the minimum wage when that employee spends more than 20 percent of his or her
Q:  IF YOUR EMPLOYER GIVES YOU A CHECK FOR UNPAID BACK OVERTIME AND A RELEASE TO SIGN – HOW DO YOU KNOW IF IT IS FAIR?   A:  YOU DON’T KNOW IF IT IS FAIR UNLESS YOU CONSULT WITH AN OVERTIME PAY RIGHTS ATTORNEY WHO REPRESENTS WORKERS, NOT EMPLOYERS.  What Is the PAID program? The
The Colorado Wage Order is the state minimum wage and overtime law. There are several types of employees that are not subject to the Wage Order. These “exempt” employees include: executive/supervisor, administrative, and professional employees outside sales employees elected officials and members of their staff companions, casual babysitters, and domestic employees employed by households or
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