Unpaid Overtime

How Procedural Requirements May Help – or Doom – Your Unpaid Overtime Case in Georgia

October 31, 2024 | Parks, Chesin & Walbert

Claiming “time of the essence” is a common marketing technique. Sellers use deadlines to create a sense of urgency and motivate buyers to act. In sales, a deadline may not be real; it may be merely an artificial tool to pique the customer’s emotions. In law, time really is of the essence in many settings, including matters involving Fair Labor Standards Act violations. A lawsuit filed after the statutory deadline is vulnerable to a motion to dismiss that will, barring special circumstances, likely end the case with no further litigation, no trial, and no award of damages. Whether you are a worker seeking to ensure a timely filing or an employer seeking to terminate a case that was filed too late, obtaining representation from an experienced Atlanta wage and hour lawyer can be an essential step en route to success.

Absent special circumstances, workers pursuing FLSA claims generally must file within either two or three years. If the worker has presented a willful violation of the law, then the law allows three years to bring that case. If the violation is not an allegedly willful one, the worker has only two years in which to sue. If you are the party seeking relief, filing after the limitations period has elapsed is potentially catastrophic to your case. Conversely, a filing that was outside the limitations period can be a huge boon if you are an employer facing an FLSA claim. In each scenario, a motion to dismiss can terminate the case right away.

A federal unpaid overtime case from Miami is a good illustration. Although not taking place in Georgia, the Miami parties were subject to the same set of requirements under the federal rules as parties to a federal lawsuit in Georgia would face, including satisfying the statute of limitations.

The Importance of Understanding the FLSA’s Exemptions and Making Proper Exempt/Non-Exempt Classifications

September 16, 2024 | Parks, Chesin & Walbert

According to the U.S. Bureau of Labor Statistics, more than 13.3 million people held jobs in sales and related occupations in May 2023. This group includes, for purposes of the Fair Labor Standards Act’s minimum wage and overtime requirements, both exempt and non-exempt employees. Employers should proceed carefully in classifying their sales workers, as misclassification can result in steep financial consequences. If you have questions about categorizing your sales workers (or about your own sales job,) it is well worth your while to consult an experienced Atlanta wage and hour lawyer to ensure you are getting knowledgeable and reliable advice.

That array of 13.3 million sales workers can be divided into two broad groups: “inside” sales and “outside” sales. “Inside sales” generally refers to workers who sell remotely, such as via the telephone or the Internet, whereas “outside sales” typically refers to workers who meet customers face-to-face. For purposes of FLSA classification, inside sales workers generally are non-exempt while outside sales employees are generally exempt.

An inside sales worker can be exempt if the realities of their job place them within one of the law’s recognized exemptions, but employers should tread cautiously before trying to “shoehorn” their inside sales employees into an exemption. Misclassification errors are often very costly, as a recent unpaid overtime case from New England illustrates.

The Application of Federal Overtime Rules to Employers Using Flat-Rate and ‘Piecework’ Pay Models

September 10, 2024 | Parks, Chesin & Walbert

Whether you are an employer or an employee, it is important to recognize that the Fair Labor Standards Act imposes several limitations on an employer’s pay practices, and employers can run afoul of the law (and its accompanying regulations) in many ways. If you have questions or have identified a policy that may be illegal under the FLSA, do not delay taking the next step, which should include consulting an experienced Atlanta wage and hour lawyer.

Accurately calculating overtime compensation is one area where many employers encounter problems. If an employer pays its non-exempt employers a single, universal hourly rate, calculating overtime compensation can be relatively straightforward, amounting to 1.5 times that hourly rate multiplied by the number of hours worked over 40.

Some employers do not pay workers in that way. They may pay their employees “by the piece,” which is a performance-driven form of compensation that pays based on the number of tasks a worker completes. They may also pay workers a flat rate for each day (or week) worked.

Collective Actions Under the Fair Labor Standards Act and Federal Court Jurisdiction in Georgia

August 23, 2024 | Parks, Chesin & Walbert

Collective actions (which are highly similar to class actions except they litigate workers’ Fair Labor Standards Act claims against their employers) are occurring more frequently. This reality serves as a reminder of the importance, as an employer, of ensuring complete compliance when it comes to the minimum wage, overtime, classification, and other pay practices covered by the FLSA. If you are a worker who has been denied the pay the FLSA requires – or you are an employer with questions about the FLSA and FLSA collective actions – you should make sure you have reliable answers and information. You can do that by getting your advice from an experienced Atlanta wage and hour lawyer.

Like class actions, collective actions may include both named plaintiffs and additional plaintiffs who subsequently “opt-in.” Some employers, when facing collective actions far from their “home” base of operations, have used the presence of these “opt-in” plaintiffs to fight the collective action on jurisdictional grounds, including one employer that scored a successful outcome recently.

The employer, a Texas-based construction company, employed workers to construct, among other things, buildings that housed livestock. A Wisconsin employee sued the employer in a federal court in that state, alleging that the employer illegally underpaid him by wrongfully classifying him as exempt under the agricultural worker exemption.

What a Congressional Bill Could Mean to Georgia Employers When It Comes to FLSA Compliance… and the Penalties Attached to Violations

July 25, 2024 | Parks, Chesin & Walbert

Across the country, many state and local governments are enacting – or debating — legislation to combat wage theft. Another body considering statutory changes is the federal government, where a proposed bill would substantially increase the penalties on employers found to have violated the FLSA’s prohibitions against wage theft. Whether you are a worker who has been denied pay you were owed or yours is a business seeking to ensure statutory compliance, get the answers you need by consulting an experienced Atlanta wage and hour lawyer.

Governments that have recently enacted, or are debating, new wage theft laws include Oregon, California, Minnesota, New York State, and the City of Denver, to name a few.

The proposal pending in the U.S. House of Representatives, which has come up in each of the last two Congresses, is a bill called the “Wage Theft Prevention and Wage Recovery Act.”

Lessons About Exempt Versus Non-exempt Classifications from a Recent Call Center Employee Case

July 11, 2024 | Parks, Chesin & Walbert

As an employer or an employee, compliance with the Fair Labor Standards Act is important to you. If you are a worker, non-compliance often means denial of the total compensation the law says your employer owes you. As an employer, non-compliance can have numerous damaging and costly consequences. If you have questions about FLSA compliance, including classification and exemption issues, make sure you are getting reliable answers by contacting an experienced Atlanta wage and hour lawyer.

For employers, misclassification is a common basis for FSA violation liability. Errors can occur in the context of employer-versus-independent contractor classifications or exempt-employee-versus-non-exempt-employee determinations. When deeming a worker as an exempt employee, it is important to identify all bases under which that worker may be exempt under the law, as a recent ruling from the 11th Circuit Court of Appeals illustrates.

The unpaid overtime case involved an auto dealership group in West Palm Beach, Florida, and three of its call center employees. The employees, who worked in the dealership’s “business development center,” a separate building next door to the dealership’s auto showroom, spoke to prospective car buyers over the phone to convince them to make appointments to visit the showroom and speak with showroom salespersons.

The Emergence of AI in the Workplace and How AI Can Potentially Contribute to FLSA Violations

June 28, 2024 | Parks, Chesin & Walbert

These days, ads for artificial intelligence-related programs and applications seem to be everywhere. AI has the potential to do many beneficial things like making workplaces more efficient and safer. It also has the possibility of negative impacts, including in the area of employment law. The U.S. Department of Labor’s Wage and Hour Division (WHD) recently released a publication warning of ways that AI can lead employers into violations of the Fair Labor Standards Act. Whether or not they are tied to AI, an experienced Atlanta wage and hour lawyer can provide very human answers to all your questions about FLSA compliance.

The WHD’s recent publication, Field Assistance Bulletin No. 2024-1, looked at ways AI could lead an employer into non-compliance. The first area the division discussed was AI productivity monitors.

Modern AI technology can monitor workers “in real time,” using metrics like website browsing, the number of computer keystrokes or mouse clicks, or eye movements (via webcam,) to ascertain an employee’s activity and productivity levels. While employers may use this technology and these metrics to assess employees’ diligence and productivity, those determinations do not necessarily govern how the law calculates workers’ hours worked.

‘Discretion and Independent Judgment’ Within the Context of the Administrative Exemption to the FLSA’s Overtime Rules

May 31, 2024 | Parks, Chesin & Walbert

One way for an employer to defeat an employee’s unpaid overtime claim is to establish that the worker was exempt from those provisions in the Fair Labor Standards Act. The law has several types of FLSA exemptions, including the executive exemption, the administrative exemption, the professional exemption, the computer employee exemption, the outside sales exemption, and the highly compensated employee exemption, among others. Whether you are an employee or an employer, understanding the scope of these exemptions, and when they do (or don’t) apply can be crucial. An experienced Atlanta wage-and-hour lawyer can provide much-needed advice and information about these exemptions.

A recent case from the Middle District of Georgia looked at one exemption in particular – the administrative exemption.

According to the employees’ lawsuit, their employer illegally failed to pay them overtime compensation in violation of the FLSA. The employer contended that it did not owe the women overtime pay because the administrative exemption applied.

Resolving Your Unpaid Overtime Case Via Mediation or Other Forms of Alternative Dispute Resolution

May 17, 2024 | Parks, Chesin & Walbert

Once you find yourself involved in a federal Fair Labor Standards Act lawsuit (whether as a plaintiff or a defendant,) you might imagine an elaborate litigation process with an intensely contested trial. Sometimes, that is what happens. Other times, different methods of resolution (that are frequently less involved and less expensive) may represent a more advantageous way to conclude a dispute. A skilled Atlanta wage-and-hour lawyer can be essential in helping you get a fair and just outcome – through litigation when necessary and through other means when that approach better serves your needs.

Many workers and/or employers may not fully understand how mediating an FLSA case works. A recent unpaid overtime case from the federal Southern District of Georgia court provides a useful background in walking through the process.

The Augusta-based employer allegedly violated the FLSA by improperly failing to pay one of its employees, P.J., overtime compensation and retaliating against him for complaining.

A Recent Study Found that More than 40% of Georgia Employees Do Work Off the Clock

May 10, 2024 | Parks, Chesin & Walbert

The COVID-19 pandemic brought about many changes in the world of work, including a massive expansion of remote work. While remote work has been a boon to workers in many ways, it further blurs an already eroding line between when a worker is “on the clock” and off-the-clock time. Both employers and employees should be mindful that employees are entitled under the law to receive compensation for all the time spent working. If a non-exempt employee does off-the-clock work and doesn’t receive compensation, that may potentially represent a violation of the Fair Labor Standards Act. Whether you are a non-exempt employee or an employer, a knowledgeable Atlanta wage and hour lawyer to discuss your situation and whether it complies with what the FLSA requires.

Remote work isn’t the only issue. The massive proliferation of high-speed internet connectivity and “smart” devices means workers can be “plugged in” to work at all hours and at any location.

Recently, a Duluth-based business researched the work employees do… and when they do it. The results were noteworthy. According to a Valdosta Today report, the study found that 40% of the nation’s workers were “working longer than their contracted hours.” Georgia is above the national average with 43% of Peach State workers reporting that they did work off the clock.