Posts Tagged ‘ Unpaid Overtime ’

8 Things an Exempt Job Status Deprives you of…

October 15th, 2013. By AbiK

A lot of questions we receive here at LawyersandSettlements.com have to do with employment…things like what counts as on-the-job harassment, whether or not someone is owed overtime pay, and questions about wrongful termination. One of the trickiest areas of employment though has to do with misclassification—i.e., whether someone’s position is considered exempt or non-exempt. We discuss misclassification in greater detail on our Unpaid Overtime-Employment info hub on our website. But beyond what most people consider to be the difference between exempt and non-exempt—that exempt jobs don’t qualify for overtime pay while non-exempt ones do—there are other things you should be aware of if you’ve recently been switched over or promoted into an exempt position.

Exempt positions tend to be ones that pay a salary rather than an hourly rate. For many, the chance for what could be a higher rate of pay and no longer “working on the clock” makes pursuing exempt positions worth the trip. Here though are eight protections that an exempt job status deprives employees of—provided by the State of California Department of Industrial Relations (you can find this info at your own state’s department of labor).

8 Things an Exempt Job Status Deprives you of Protection for…

• overtime premium;
• minimum wage;
• reporting time pay;
• requirement of records under the IWC Orders (but not records required by the Labor Code);
• requirement that employer furnish uniforms and equipment (except, of course, that any expenditure by an employee is recoverable under CA Labor Code Section 2802).
• requirement that meals and lodging amounts be limited;
• meal period requirement;
• rest period requirement;

 

Tags: Employment, Labor Law, Unpaid Overtime, Wage and Hour
Posted in Emerging Issues, Employment | No Comments »

Celine Dion Sued for Overtime Pay, Settles with Former Employees

October 2nd, 2012. By AbiK

Seems the Queen of Love Songs hadn’t been showing the love to two of her former employees. Celine Dion has settled an unpaid overtime lawsuit filed by her former warehouse manager, Keith Sturtevant, and her former front-gate security guard, Raymond Weaver.

To be fair, the lawsuit was filed not only against Ms. Dion, but also against her husband, Rene Angelil and their production company, Feeling Productions, Inc. (Case No. 2:2012cv14236 filed June 27, 2012 in Southern District Court of Florida)

Sturtevant claimed he not only worked at Dion’s warehouse, but also performed various duties at Dion’s house—things like cleaning window shutters on the house, fixing kitchen items and running errands. Sounds like he was a jack-of-all-trades for Ms. Dion as he also apparently set up and tore down party equipment at various events hosted by Dion. According to the lawsuit, Sturtevant was classified as an exempt employee—meaning he would not be eligible for overtime pay; but he performed non-exempt job duties and, therefore the lawsuit argued, he should have been entitled to overtime pay under the FLSA. (Click here for more on exempt vs. non-exempt and what it all means.)

The other plaintiff, Weaver—the security guard—alleged having to take on other duties unrelated to security. These include cleaning Dion’s driveway (it apparently would get berries on it), hosing down patios, cleaning rust off bolts in the swimming pool and lazy river, cleaning tennis courts and, from the sound of it, playing cabana boy should a beach umbrella or two need to be set up—or taken down. Weaver also claimed he was misclassified as exempt.

Well, we won’t know the terms of the settlement, but rather than go to court to duke it out Ms. Dion has settled with Sturtevant and Weaver. And let’s hope both gentleman request detailed job descriptions at their next places of employment…

Tags: Celine Dion, FLSA, Misclassified Employee, overtime lawsuit, Overtime Settlement, Unpaid Overtime
Posted in Emerging Issues, Employment, lawsuits, Settlement | No Comments »

Publix Unpaid Overtime Class Action: What is Chinese Overtime?

May 1st, 2012. By AbiK

Chinese what? Ok, you’ve probably heard of Chinese water torture. And Chinese New Year. And Chinese take-out (personal fave). But Chinese Overtime?

Yes, Chinese Overtime. If you’re in a job in which the work hours tend to fluctuate each week and you get overtime pay, then you may have heard it referred to as either variable workweek overtime pay or half-time overtime pay.

The department managers and assistment managers who make up the class in the Publix managers unpaid overtime class action lawsuit probably don’t care what the heck it’s called—they just believe they’re getting screwed out of pay. And, if you understand how Chinese overtime works, they’re kind of right.

So here goes: a Chinese overtime primer for those who haven’t had the pleasure of being paid this way…

In some jobs, the hours tend to fluctuate each week. Busier weeks call for longer hours; quiet weeks call for shorter hours. Many times when a job’s hours fluctuate, an employer will pay salaries based on a fixed salary for those fluctuating weeks. So the base salary—the straight-time pay—is the same each week even though the hours may in fact fluctuate.

The upside is that when there isn’t much work, the worker gets paid the set straight-time amount. Sort of a mini-coup for the worker, right?—work less, get paid the same.

The downside, however…well, let’s just say the Publix managers have been living more of the downside (allegedly) than the upside and that’s why they’ve filed the Publix class action lawsuit.

Here’s an example of how it would work–it’s tricky so try to hang with me. Say you’re paid $200 a week as your fixed salary. So regardless of whether you work 22 hours or you work 46 hours that week, you’re getting paid $200 for the week. However, if you worked the 46 hours, you’ve worked overtime and should get overtime pay. And this is where it gets tricky..

See, because you were ALREADY PAID straight time pay for those six hours according to how your pay is calculated (i.e., you get a fixed salary no matter how many hours you work), you won’t get time-and-a-half pay for your overtime hours. Those six hours are paid at only HALF your regular rate–which in management’s eyes is time-and-a-half because they’ve already paid you your fixed salary for those six overtime hours.

Nice deal, eh? Hell yeah for the employers–not so for the employees.

Tags: Chinese Overtime, Employment, Fluctuating Work Week, Overtime Pay, Publix Lawsuit, Publix Overtime Class Action, Unpaid Overtime, Wage and Hour
Posted in Class Action, Emerging Issues, Employment | 22 Comments »

Metallica Drummer Accused of Stiffing P.A. Settles Lawsuit

November 17th, 2011. By AbiK

Metallica drummer Lars Ulrich recently settled a wage and hour lawsuit that had been filed by a former personal assistant, Steven Wiig. Wiig claimed a whole bunch of labor law violations: years of unpaid overtime (years!) along with alleged state and federal labor violations, breach of oral contract and continuing wages.

Yep, your run-of-the-mill California overtime lawsuit… NOT! We’re talking METALLICA!

Now, “Metallica” tends to conjure up headbanging images—think Beavis and Butthead (heh-heh)—and a lot of what some folks would call noise. Case in point, their live “Enter Sandman” video showcases some of those whiplash-inducing moves the band is famous for—and famous they are with that video alone having over 52,000,000 views on youtube. They’re the stuff of (hard) rock legend…off to never-never land! (In fairness, they’ve got some memorable ballads in their repertoire as well—like “Nothing Else Matters” (see video above)).

Ok. So they’re rock stars. And unless much has changed in the last oh, fifty plus years, rock stars tend to be magnets when it comes to wannabes wanting coveted jobs like “personal assistant”. Hell, it’s a twenty year old’s fantasy…screw getting a desk job after 4 years of hitting the books. Hit drop/add with the emphasis on “drop” and hit the road. Yeah, you’re down with the roadies, groupies, parties and perks. The all-access pass to backstage glam and prestige…you’re with the band now, man…(& you can advertise that fact with the t-shirt at right, at zazzle.com).

Oh wait—you expected to be paid on an hourly basis as well? And given a bonus each year? Ahh, but see—as with any situation where supply exceeds demand, prices get driven down. Lots of available labor? Labor gets cheap, right? And maybe that’s when labor starts to get—or at least feel—abused.

Hey, you wanted to be with the band…

So here we are with Lars Ulrich getting sued by his personal assistant. It’s an interesting case—similar to the PR hacks complaining not long ago about their compensation—because clearly this guy, Wiig, put up with the deal for “years” (2001-2009).  A decade. Why hang so long in a gig that you think is screwing you over?

According to the Marin Independent Journal, Wiig acted as Ulrich’s chauffeur, managed his art collection, handled his scheduling and “other tasks and errands” upon request. That translated to around 70 hours a week, which was upped to 80 hours a week when Metallica was on tour.

Wiig claimed he performed those duties for $45,000 a year. He also claims to have had a verbal agreement (red flag!) for annual bonuses. Of course, according to marinij.com, Ulrich’s side claims Wiig received $110,000 a year before bonuses, free rent and a free car. I suppose only the tax man knows for sure (wink-wink).

At any rate, the two sides have settled (terms not disclosed). My guess is that Wiig came out ahead on this one—but what to do now? Oh yeah, write a memoir “Snared: My Life with Lars Ulrich and Metallica”.

Tags: California labor law, Lars Ulrich, Metallica, Metallica Drummer, overtime lawsuit, Overtime Pay, Unpaid Overtime, Wage and Hour
Posted in Celebrity, Emerging Issues, Employment, lawsuits | No Comments »

US Open Food Servers Serve up Double Fault Class Action

March 11th, 2010. By AbiK

For all the presentation and promotion that attempts to position tennis as a pastime of the hoi polloi, it just can’t seem to get over a bit of an elitist image. It’s not the professional players that make it so—heck, many have come from the hoi polloi themselves and have in their own way given the finger to some of the elitism (recall Agassi’s earlier days…McEnroe’s outbursts…Venus and Serena’s new fashion rules). And this year, you—yes YOU—can even register to compete for a wild card into the US Open Qualifying tournament. 

So what gives? Well, if you’re part of the army of food service folks who work the Open, you might be thinking the elitism comes from the country club set who show up at the US Open outfitted in Lacoste or Brooks Brothers toting a casual & sporty—yet appropriate!—Vera Bradley or Lily Pulitzer (LL Bean if quieter propriety’s your thing) bag as they head to their box seats at the Open. See, those food service folks actually work their tails off to serve—as the 2010 US Open site describes it—”innovative menus” that feature “superb cuisine of impeccable quality and freshness” to the social set sitting in the Luxury Suites at Arthur Ashe stadium. Yeah, you’re not seeing that fare if you’re sitting Loge. Luxury Suites, by the way, will set you back $10,000 – $63,000 for a package—hey, parking’s included, catering isn’t (that’s an $1,800 minimum).

Work their tails off? Oh, but surely they make decent money, right? Surely more than the peons working those concession stands outside on the “grounds”?

Well, according to a class action lawsuit filed on March 3rd in Brooklyn federal court, those servers may not be getting paid all that much for the hours they put in serving, as the New York Post calls them “celebrities, trust-fund kids and captains of industry”. The Post quotes one worker who’s also a plaintiff, Daniel Yahraes, as saying he worked more than 100 hours a week and was paid based on his $17 an hour pay rate—no overtime pay (that’s fault #1)—and, while clients were apparently charged an additional 21 percent “service charge”, that fee was not passed along to the “service” (that’s fault #2, and shades of Cipriani?). I have to imagine that some of those workers received cash tips, but still, overtime is overtime and for Yahraes, that would arguably mean he lost out on quite a bit of cash.

Five companies are named in the lawsuit, including Restaurant Associates and the suit covers the past six years.

Tags: Employment, New York, restaurant, Unpaid Overtime, US Open
Posted in Emerging Issues, Employment | No Comments »