Chauffeurs employed by a New Jersey based limousine company reached a settlement of their claims that, as non-exempt employees, they were improperly denied unpaid wages for off the clock work, spread of hours compensation, overtime compensation for hours in excess of 40 per workweek, misappropriated time, as well as illegal deductions for phony 401(k) accounts.
Employers benefit from being able to classify certain workers as exempt “computer professionals.” As an exempt worker under California wage laws, computer professionals are not required to be paid a premium for overtime hours worked. However, the worker must meet certain requirements to qualify for this California overtime law exemption. First and foremost is the
After losing at two court levels on its argument that Colorado cannabis industry workers were not entitled to overtime pay because the business is illegal under federal law, the U.S. Supreme Court has decided that it will not give the employer a third bite at the apple. The Supreme Court’s denial of review means that
A recent California settlement on behalf of hourly-paid Store Managers, Assistant Managers and Associates illustrates an important point that workers should be reminded of – job titles and duties are not the only things that determine which employees are entitled to overtime pay and other labor law protections. The other critical element is pay. Specifically,
Crossing State Lines is Key to Overtime Rule  Under the new Colorado Overtime and Minimum Pay Standards Order (COMPS) that became effective March 16, 2020, it is made clear that truck drivers, driver’s helpers, loaders, and mechanics of motor carriers are exempt only if the employee actually crosses state lines in the course of their