Workers with the title of “Assistant Manager” frequently, and rightly, ask if their job duties make them exempt from the overtime pay laws, and thus not entitled to overtime pay. Misclassification of Assistant Managers as exempt instead of non-exempt employees has been a long-running issue across almost all types of industries, and the basis of
Failing to pay piece-rate workers the correct amount for overtime pay is a common wage and hour violation. Many employers pay only the per-piece amount, even when employees work over 40 hours per week. This scheme is not legal and deprives workers of the overtime premium they are entitled to under state and federal labor
As illustrated by a recent settlement that exceeded $400,000 by a group of convenience stores in New York’s Hudson Valley, one of the most blatant violations of the Federal and New York overtime pay laws is still happening and is a more common form of wage theft than most realize. The message to workers is
Whether the economy and jobs market is good or bad, whether working from home or from an office, some things never change. While the types of jobs and workers involved may vary from gig-workers, to phone sex operators, to oil, gas and industrial construction or inspectors…and everything in between, the wage theft scheme never changes
A recent announcement by the U.S. Department of Labor Wage and Hour Division provides yet another reason workers need to hire their own overtime pay lawyer to represent their best interests and maximize their recovery. Fortunately, workers can hire attorneys on a contingent fee basis (no fee if no recovery) and do not have to