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New Employment Cases 334-237-7773Under the federal Fair Labor Standards Act (FLSA), most employers are required to pay non-exempt employees 150% of their regular hourly wage, also known as “time and a half,” when they work more than 40 hours in one workweek. Unfortunately, many eligible employees do not receive the overtime pay they are entitled to. Employers often find ways to avoid paying overtime in violation of the FLSA. If you believe your employer owes you unpaid overtime, you need to speak with an experienced attorney to understand your rights and options.
The attorneys of Barrett & Farahany have extensive experience representing employees in unpaid overtime and minimum wage violation actions. We work closely with clients to thoroughly analyze their cases and determine the best legal path forward to obtain appropriate relief.
Employees are categorized as “exempt” and “non-exempt” to receive overtime pay. Exempt employees are those who do not have to be paid overtime pay. The Fair Labor Standards Act requires most employers to pay overtime to non-exempt employees based on a weekly overtime standard, rather than a daily standard. This means overtime is to be paid when a non-exempt employee exceeds 40 hours in a given workweek. Alabama and Georgia do not have their own overtime laws, however, so employers must follow FLSA standards.
Employers often use creative methods to avoid paying the required overtime to non-exempt employees and commit wage theft. Some of the most common overtime violations include:
One way employers frequently get out of paying overtime is to incorrectly classify a non-exempt worker as exempt. For example, classifying an employee as a manager, supervisor, or executive when their job duties are essentially the same as those they are supposedly “supervising” and/or their jobs do not require independent judgment and discretion. Another common misclassification is to classify someone who should be an employee as an independent contractor.
Another way for employers to avoid paying required overtime is to have employees work “off the clock” to stay under 40 hours in a given workweek. There are many ways this occurs, including requiring employees to work through unpaid meals or breaks, not paying employees for travel time during work, not paying employees for mandatory training and other required activities, or just flat-out expecting employees to do extra work after they have clocked out and from home.
Non-exempt employees are supposed to receive 150% of their regular hourly rate when they exceed 40 hours in a week. However, an overtime violation may occur when an employer does not include all the required compensation in calculating that hourly rate. For example, an employer may decide to exclude performance-based bonuses, commissions, and shift differentials in the overtime pay.
If you believe your employer has committed an overtime violation by not paying you the compensation you are entitled to, you have legal options. Additionally, if an employer harassed or wrongfully terminated you for asking for the pay you are entitled to, you may have a right to sue your employer for retaliation.
If you are considering legal action against your employer for overtime violations, it is important to speak with an attorney sooner rather than later. Barrett & Farahany understands the federal wage and overtime rules and will discuss your options with you to decide the right course of action.
Contact us today to schedule a consultation.
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