The overtime violation cases we see most often involve:
- Misclassification as exempt from overtime
- “Off-the-clock” work
- Paying employees overtime only if they work more than 80 hours in a two week period – overtime must be paid for all hours worked over 40 in a single workweek
- Automatic deductions of meals breaks or lunch breaks even though an employee did not have the opportunity to take a full, uninterrupted meal period
- Failure to pay employees for short breaks of less than 20 minutes, regardless of how many breaks are taken during a shift
- Time clock rounding steals time
- Improper overtime calculation methods, including paying employees at a lower rate or a combined rate for hours worked over 40 in a workweek
- On-Call time
- Failure to pay training time
- Failure to pay travel time
- Failure to pay on call time
- Minimum wage violations
- Failing to include non-discretionary bonuses, shift differentials, or commissions in your regular rate of pay
- Failure to provide meal and rest breaks
- Vacation forfeitures
- Improper wage deductions / “charge backs”
- Failure to reimbursements for expenses / uniforms
- Improper classification as independent contractor