Most employers have strict rules against working overtime without authorization. They use time clocks or other tracking systems to keep accurate records. But what if supervisors tell employees to work before they clock in or after they clock out?
Recent case: Michelle was one of several employees responsible for recruiting students to a chain of beauty schools. They had received salaries until the company reclassified them as nonexempt and began using a time clock. Employees were told to work only their regular 40-hour shifts and to use the time clock.
Michelle sued, alleging that she and others were frequently told to work both before and after they clocked in.
The court said their overtime pay suit could go forward as a class-action lawsuit. (Le, et al., v. Regency, et al., No. 13-391, DC MN, 2013)