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“Have you worked more than 40 hours per week at Johnson & Johnson but haven’t received overtime pay? You could be the victim of wage theft.“

– Michael Lore, overtime pay attorney

Have you worked more than 40 hours per week at Johnson & Johnson, and yet your paycheck doesn’t reflect the overtime you’ve put in? If the answer is yes, you’re not alone. Many employees experience this predicament with surprising regularity. It is illegal in most situations for an employer to not pay overtime to employees. As a dedicated worker, you deserve to be compensated for every hour worked, especially those falling outside of the standard 40-hour workweek (which is paid at a rate of 1.5 times your normal hourly wage). Our experienced overtime attorneys are here to help you understand the law and get the compensation you deserve if you are not being paid the full amount you have earned.

What is Johnson & Johnson?

Johnson & Johnson is a multinational American corporation that operates in the healthcare and pharmaceutical industries. It is commonly referred to as J&J. The company is primarily engaged in manufacturing and selling a wide range of products related to consumer health, medical devices, and pharmaceuticals.

J&J was founded in 1886 by three brothers named Robert Wood Johnson, James Wood Johnson, and Edward Mead Johnson. Its headquarters are located in New Brunswick, New Jersey, and they have 42 office and retail locations located throughout the United States.

Throughout its long history, Johnson & Johnson has grown to become one of the largest and most well-known healthcare companies in the world, providing various products and services to improve and enhance human health and well-being. They have a significant presence globally, with operations and offices in multiple countries. There are over 155,000 employees working for Johnson & Johnson in the United States.

Understanding Overtime Law

Federal law regarding overtime pay can be found in the Fair Labor Standards Act (FLSA). The FLSA states that, unless exempt (we will explain more about which employees are not eligible, aka exempt, to receive overtime further down in this article), employees must receive overtime pay for any hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay. 

  • For example, if you are paid $25 per hour, and you work 40 hours in a single work week, your gross earnings would be: $25 per hour x 40 hours = $1,000 per week.
  • However, if you worked 5 hours of overtime, you would multiply your standard hourly rate by 1.5 to determine what your overtime hourly pay rate would be: $25 per hour x 1.5 = $37.50 per hour in overtime pay.
  • Next, if you multiply your hourly overtime rate by the number of overtime hours worked, you will determine your overtime earned: $37.50 per hour x 5 hours = $187.50 overtime pay earned.
  • Finally, add the overtime pay to your regular paycheck, and you know how much money the company owes you during that pay period: $1,000 regular paycheck + $187.50 overtime pay = $1,187.50 total pay earned.

There is no limit on the number of hours employees aged 16 and older may work in any workweek. The FLSA does not require overtime pay merely for work that falls outside of standard office hours. For example, if you work on weekends, or holidays, or are called to work on your day off, absent some other agreement, you are not entitled to overtime pay unless you actually work over 40 hours in a single week. 

The FLSA applies on a workweek basis. An employee’s workweek is a fixed and regularly recurring period of 168 hours — seven consecutive 24-hour periods. It need not coincide with the calendar week but may begin on any day and at any hour of the day. Different workweeks may be established for different employees or groups of employees. Averaging of hours over two or more weeks is not permitted. Normally, overtime pay earned in a particular workweek must be paid on the regular payday for the pay period in which the wages were earned. Overtime pay should not come in a separate check paid later than your normal pay.

Who Is Not Entitled To Overtime Pay?

Certain types of employees are exempt from the laws requiring overtime pay, despite working more than 40 hours per week. These exemptions are crucial for employers and employees to understand to ensure compliance with federal labor laws.

Overtime-exempt employees can generally be classified into one of six types, as follows:

  1. Executive Employees: This category includes high-level managerial positions that have significant authority and decision-making power. These employees are exempt from receiving overtime if paid a salary of at least $684 per week.
  2. Administrative Employees: Employees involved in administrative tasks, supporting executive roles, and utilizing independent judgment fall under this exemption. These employees are exempt from receiving overtime if paid a salary of at least $684 per week.
  3. Professional Employees: Employees engaged in specialized and intellectual work that typically requires advanced degrees in science or learning are exempt from overtime pay. These employees are exempt from receiving overtime if paid a salary of at least $684 per week.
  4. Computer Employees: Employees working in computer-related occupations, such as programming and systems analysis, are covered under this exemption. These employees are exempt from receiving overtime if paid a salary of at least $684 per week or at least $27.63 per hour.
  5. Outside Sales Employees: Employees primarily engaged in making sales outside the employer’s place of business.
  6. Highly Compensated Employees: Employees performing office or non-manual work and at least one “exempt” duty with total compensation of $107,432 or higher are often exempt based on their duties and compensation.

Unfortunately, there are certain situations where an employee or contractor is not eligible to receive overtime pay, regardless of how many hours they work per week. If you fall into one of the categories above, you will not typically be legally entitled to receive overtime pay.

Allegations of Unpaid Overtime At Johnson & Johnson

Johnson & Johnson does have instances of employees accusing the company of failure to pay overtime stretching back many decades. Please keep in mind, the overwhelming majority of overtime allegations against companies like Johnson & Johnson never reach the media and are rarely heard about unless the employee decides to file a lawsuit. Having said that, here is a brief history of just some of the overtime allegations against Johnson & Johnson through the years.

It is quite common for companies to promote employees who regularly work overtime pay into salaried “managerial” positions that do not actually come with any real power like a real manager would have. Companies do this so that the employee will continue to work overtime as before, but now without having to pay them for it due to their salary creating an exemption for them. This trick (legally called misclassification) allows companies to steal over 4 billion dollars per year from employees.

Does Johnson & Johnson owe you overtime pay?

Have you worked more than 40 hours in a week but have not received time and a half pay? Our team of overtime lawyers is dedicated to protecting your labor rights. We have substantial experience in dealing with overtime law disputes from thousands of employers, including pharmaceutical companies like Johnson & Johnson. Read on to learn how our law firm can help you.

Why Choose Our Legal Team to Help Retrieve Your Overtime?

The journey to claim your unpaid overtime can be daunting, especially when facing a corporate giant like Johnson & Johnson. Here’s why you should trust us with your case:

  • Expert Knowledge of Overtime Law: Our team’s deep understanding of overtime law will serve as your best resource.
  • Extensive Experience: With years of experience, we’ve successfully won numerous overtime cases against giant conglomerates.
  • Personalized Approach: Every case is unique, so we tailor our strategies to meet the specific needs and goals of each client. 

What Can You Expect From The Lore Law Firm?

  • A Detailed Evaluation: We’ll conduct a review of your work situation to determine if you’re eligible for overtime pay and if your case meets our criteria.
  • A Thorough Investigation: Our attorneys will meticulously investigate your case, gathering all relevant evidence to support your claim.
  • Strategic Representation: We’ll fight aggressively on your behalf, whether it’s through negotiation, mediation, or litigation.

We have a long history of winning by fighting back against giant corporations on behalf of workers’ – sending a clear message that they have to follow the law, just like everyone else. When you work more than 40 hours in America, you have a legal right to be paid what the law says. Don’t hesitate to reach out to us to find out if you are entitled to back overtime pay.

How to Begin Your Overtime Claim with Us

Our process is simple and transparent:

  1. Determine eligibility: Click on the chat icon below to answer a few quick questions to help us determine if you may have a valid claim.
  2. Review: Our team will review your information and determine if more information is needed. 
  3. Consultation: If needed, we will reach out to set up a free, no-obligation call to discuss your case.
  4. Evaluation: After collecting all necessary information, our team will conduct a detailed assessment of your case.
  5. Representation: If we believe you have a valid and feasible claim, we’ll take on your case, aiming for the best possible outcome. You don’t have to pay us unless you win.

In Conclusion

If you’ve been denied overtime pay after working more than 40 hours per week at Johnson & Johnson, it’s time to fight for your rights. Let our seasoned overtime lawyers help you claim the money that is rightfully yours. Don’t allow your hard work to go uncompensated. Reach out to us today and let’s start the process of getting your overtime money.