Articles Posted in Unpaid Overtime

Regrettably, employee misclassifications occur all too frequently. Sometimes, they may be the result of good-faith errors. Other times, though, the employer knew (or should have known) that it was not following the law. When that happens, you can seek a finding in your unpaid overtime case that your employer willfully violated the Fair Labor Standards Act, which can greatly enhance the compensation you can receive. If you think your employer willfully broke the law, you need an experienced Atlanta unpaid overtime lawyer to help you get everything to which the law entitles you.

J.M. was one of those people. She worked for a company that provided “in-home healthcare and companion services.” According to her lawsuit, J.M. frequently worked more than 80 hours a week. However, she received only $1,500 per month for her work. The employer allegedly never paid J.M. any overtime for any of the hours she worked.

The employer did this by classifying J.M. as an independent contractor rather than an employee. J.M.’s lawsuit asserted that her independent contractor status was a misclassification, that the employer knew (or ought to have known) it was a misclassification, and that the employer willfully violated the FLSA.

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Sometimes, some people can lull themselves into a false sense of confidence when it comes to litigating their unpaid overtime, minimum wage, improper classification, or other Fair Labor Standards Act case. They may tell themselves they don’t need an experienced Atlanta employment lawyer. They might say to themselves “I worked 40 hours each week and I only got paid $200 per week, so how hard can it be to present — and win — my minimum wage case?”

Don’t let yourself fall into this trap. Even cases that seem to have very clear-cut facts in your favor often present thorny issues of law and/or court procedure that require (or at least can benefit from) the deft touch knowledgeable legal representation will provide.

Take, for example, the FLSA case of H.T., a man who worked as a builder/installer for a South Georgia construction company. The construction company allegedly “controlled all aspects” of the builder’s work, including choosing the construction sites where the builder worked and assigning the tasks the builder completed while there. The company also set the builder’s work schedule, provided him with all the necessary materials and equipment, and controlled the amount of payment the builder received, according to H.T.’s lawsuit.

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In certain areas of business, sports, or life in general, it is often said that “timing is everything.” If you are someone whose employer has failed to pay you appropriate overtime compensation or pay you in accordance with minimum wage laws, timing isn’t everything but it is undeniably a crucially important thing. Waiting too long can mean a case outcome where you recover nothing, regardless of how strong your proof is. If you’ve illegally underpaid, don’t wait to act. Go out as soon as possible to talk to a knowledgeable Atlanta unpaid overtime or minimum wage lawyer about your situation.

A recent overtime and minimum wage case from a federal court in neighboring Florida is a reminder of how important a thorough understanding of how the statutes of limitations, and the deadlines they impose, are.

In that case, J.R. worked at a motel in Lakeland, Florida, starting in 2010. According to her complaint, the woman averaged roughly 98 per week on the job. In return, the motel owner allegedly paid her anywhere from $0 to $30 per week.

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When your employer fails to pay you what you’re owed under the law, you inevitably are going to face certain challenges in getting that compensation. Having your employer engage in legal subterfuge to avoid paying you should not be one of them, but it does happen. Any time you need to pursue legal action for the pay you’ve wrongfully been denied, but especially when your employer has engaged in illegal steps to try to escape paying, you need the advocacy of a knowledgeable Atlanta unpaid overtime lawyer.

One of those techniques may be for your employer simply to shutter their old business and create a new one at the same location, run by the same people, doing the same work.

A pair of paralegals who worked at a law office in Miami recently filed a legal action where they claimed that that was what happened to them. According to the paralegals, the employer improperly failed to pay them proper regular and overtime compensation, so they quit in the summer of 2019 and initiated a Fair Labor Standards Act lawsuit in federal court.

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Lots of workers know the drill. Officially, your workday begins at 8:00 am or 9:00 am or whenever, but it doesn’t really begin at that time. “Eight o’clock” means you have to be ready to take calls or manufacture items or enter data into a computer at 8:00, which means that your workday actually begins at 7:50 or 7:45 or 7:whatever, when you have to be at your workstation and get started prepping for the tasks that must start at the top of the hour. What you may not know, however, is that those minutes prepping may potentially count in calculating overtime pay and in determining whether your pay meets the minimum wage. If your employer isn’t counting this time, it is possible your employer is shortchanging you in violation of the Fair Labor Standards Act. Get in touch with an Atlanta minimum wage and overtime lawyer to find out more.

The law says that certain forms of preparation are things that must be counted when calculating your total hours worked. According to the U.S. Department of Labor, employers’ failure “to count and properly pay for pre-shift work is a common violation” of the FLSA and other related federal laws.

A recent example of this kind of FLSA violation involved a company based in neighboring Florida that the Labor Department cited for violating the law, affecting dozens of workers, the Miami Herald reported.

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Violations of the Fair Labor Standards Act — in the form of unpaid overtime — occur frequently. Some of them may be an employer’s good-faith mistake in the calculation of a worker’s overtime hours, or they may be more nefarious things like intentionally misclassifying workers or forcing workers to work “off the clock.” Either way, it is against the law and, if you are a worker harmed as a result of unpaid overtime, you have the right to take action and should get in touch with an experienced Atlanta unpaid overtime lawyer right away to find out more about the legal options that exist for you.

A business in Georgia and South Carolina was one of those entities that the federal government recently caught violating the FLSA. The business, a tire and auto repair shop, had three locations in Georgia (Pooler, Darien, and Dublin) and two in South Carolina.

There were actually multiple ways that the shop violated federal overtime laws, according to the U.S. Department of Labor. For one thing, the shop required employees to complete after-hours service calls but, when it came to calculating those workers’ overtime pay, the employer did not properly factor in those after-hours service calls.

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An American psychotherapist became famous after he published a self-help book entitled Don’t Sweat the Small Stuff… and it’s all Small Stuff. While that may be great advice in terms of mental health, the exact opposite is often true in legal matters. Many times, the small stuff is the stuff most worth sweating, as something very small may make a very big difference in terms of success versus defeat. That’s why a knowledgeable Atlanta worker misclassification lawyer is so valuable to you, as your attorney will spot all of the small stuff that is most definitely worth sweating.

Here in Georgia, workers, when it comes to minimum wage and overtime, often rely on the protections written into federal law. With that in mind, even cases from outside Georgia may offer very useful insights for you and your minimum wage and overtime case.

A recent Fair Labor Standards Act case from North Carolina is a good example. The case involved an industry where minimum wage and overtime disputes are common: adult entertainment. The plaintiff was an exotic dancer at a club in the Raleigh, North Carolina area. Her lawsuit alleged that the club improperly classified her as an independent contractor when she really was an employee and, in the process, improperly failed to meet the overtime and minimum wage obligations of the FLSA.

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Having the right Atlanta unpaid overtime lawyer on your side can be priceless. In addition to all of the things your attorney will do, he/she may also provide incalculable value in the mistakes that he/she helps you avoid.

There are actually multiple ways that you can steer your case badly. One way is by taking action, but then taking the wrong action.

Although not from Georgia, a driver’s recent unpaid overtime case is a good example. Two months after leaving her job with a transportation services company, the driver sued. Her lawsuit stated that she was seeking compensation for “monies arising out of nonpayment of wages.”

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In a line from a popular 1999 workplace comedy film, the main character described his workweek thusly: “I just stare at my desk, but it looks like I’m working… I’d say in a given workweek I only do about 15 minutes of real, actual work.” Idle time at work is a reality at many jobs. How your employer does (or doesn’t) credit that idle time when it comes to paying you — including overtime pay — potentially can be a basis for an employer’s legal liability under the Fair Labor Standards Act. If you think your employer has underpaid you in violation of the law, get in touch with an Atlanta unpaid overtime lawyer right away.

Determining pay for workers’ idle time sometimes can present challenges. As an example, consider this unpaid overtime case involving employees of a federal government contractor.

The employer was an entity tasked with providing security on the flights the U.S. government provides to take certain deported immigrants back to their home countries. The employees were the security officers on those flights.

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For many people who need to pursue legal action for unpaid overtime, one of the biggest hurdles they must clear is establishing that they are employees and not independent contractors, as independent contractors are not entitled to overtime pay under the Fair Labor Standards Act. Success in this regard involves utilizing the “economic reality test” established under federal law. Utilizing this test to your maximum benefit can be critical to your success, so it is vitally important that you have an experienced Atlanta unpaid overtime lawyer on your side from the very start.

To get an idea of this “economic reality test” in action, there’s this recent FLSA case from the federal court for the Northern District of Georgia. The plaintiffs were maintenance workers who alleged that, over an extended period, they were deprived of substantial amounts of overtime pay.

The group of handymen did maintenance work for an entity created to provide maintenance and property rehab services to a residential property management company. R.K., one of the workers, alleged that he “worked an average of ’60-plus hours a week'” during the period from April 2018 to January 2019 but did not get paid any overtime.

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