Overtime Labor Laws
Federal overtime laws, designed to help end the exempt vs. non-exempt debate, have made things worse. To non-exempt and exempt employees, labor laws continue to confuse.
Business Management Daily can help you comply with federal overtime laws. Learn when you have to pay overtime, and when you don’t.
Can’t convince management that they shouldn’t ignore an overtime lawsuit? Share this horror story.
Avoid costly litigation by reviewing how you classify your employees as exempt or nonexempt. If you discover you have made a mistake, fix it right away. You’ll cut your misclassification liability.
A federal judge has ruled that federal labor law covers strippers at Rick’s Cabaret in midtown Manhattan. As a result, they must be paid the minimum wage and are entitled to overtime when they work more than 40 hours in a week.
Harris Health System in Houston will pay out more than $4 million in back pay after it failed to include incentive pay when calculating overtime for thousands of hourly staff members.
Interior Magic of California, a car detailing service in Riverside County, will have to pay $292,000 in back wages and liquidated damages to 205 current and former employees, plus $34,408 in civil penalties to polish its image following a U.S. Department of Labor investigation.
Q. When our business gets busy, is it legal for us to require our nonexempt employees to work overtime on occasion?
Here’s a case that should send chills down your spine if you don’t keep meticulous records of every hour worked. A court has allowed a case to proceed based on little more than a worker’s vague allegation that she wasn’t paid overtime for hours in excess of 40 per week.
Employers have long relied on the truck weight classification—not the actual weight the truck is carrying—to determine whether a driver received overtime. That was recently challenged in a class-action lawsuit.
In 2011, the U.S. Supreme Court considered a class action against Walmart that included over a million employees who claimed sex discrimination. The court said the employees didn’t have enough in common to band together in one lawsuit (Walmart v. Dukes). Now federal courts are doing the same with much smaller class-action lawsuits—good news for employers.
Here’s a bit of news you may want to pass on to company executives when explaining why they must comply with the letter and the spirit of the FLSA. Tell them they aren’t just putting company assets at risk, but also their own.