Fair Labor Standards Act (FLSA)

Do You Need to Pay Your Interns?

Posted on January 10, 2018

The Situation: Your company allows students to work during the summers as interns.  Do they have to be paid?…


So When Do You Need to Pay Employees For Breaks?

Posted on October 25, 2017 by Elaine I. Hogan

The Situation: An employer rolls out a new system under which employees are free to log off and take breaks whenever they choose—but they will only be paid for the time if they log back in within ninety seconds.  Is this a violation of the FLSA?…


Can a Company Trade Services for Pay?

Posted on October 11, 2017 by Elaine I. Hogan

The Situation: A fitness studio offers its customers the opportunity to trade a free monthly membership for a few hours of cleaning each week. It is a completely voluntary arrangement.  Could this later come back to bite the fitness studio?…


Does Time on Mobile Device Support a Claim for Unpaid Overtime?

Posted on August 9, 2017 by Elaine I. Hogan
Posted in Overtime

The Situation: You have employees who are doing work after hours on their mobile devices. Although you have a procedure for submission of any overtime worked, these employees do not report these hours as time worked. Can they bring a claim against you for unpaid overtime under the FLSA, arguing that you should have known they were working after hours on these devices?…


Applying the Administrative Exemption under the FLSA

Posted on July 12, 2017 by Elaine I. Hogan

The Situation: One of the requirements of the administrative exemption of the FLSA is that an employee must have as his or her primary duty “office or non-manual work related to the management or general business operations of the employer or the employer’s customers.”  So what exactly does this mean? Do mortgage underwriters meet this requirement?…


Duane Reade Settles FLSA Collective Action for $13.5 Million—But Can’t Make Plaintiffs’ Counsel Keep Quiet About It?

Posted on May 17, 2017 by Elaine I. Hogan

The Situation: A group of employees brings a FLSA collective action against an employer, claiming they were misclassified as exempt and denied overtime pay over a number of years.  After many years of litigation, the employer is able to reach a resolution, agreeing to pay the plaintiffs millions.  Of course, the lawyers who represented the group of plaintiffs are proud of their victory. Can the employer make it a condition of settlement that the law firm can’t post about the victory on social media?…


Even if Staffing Company is Paying Employees, You Could be on the Hook for Unpaid Wages

Posted on April 19, 2017 by Elaine I. Hogan

The Situation: You go through a temporary staffing company for a certain group of employees and that company takes care of paying the employees. If the staffing company fails to properly pay these employees, what type of consequences could you face?…


Can Employers Obtain Cell Phone GPS Data In Unpaid Overtime Case?

Posted on February 8, 2017 by Elaine I. Hogan

The Situation: You operate a company in which employees frequently use personal cell phones for work reasons.  A group of employees joins together and files a collective action, asserting that you failed to pay them overtime as required under the FLSA.  You want to get ahold of GPS and location services from their cell phones to support your suspicion that these employees were not really working during all the hours they now claim.  Can you get this information?…


New FLSA Test for Joint Employers in Fourth Circuit—If You Use Subcontractors, Pay Attention!

Posted on February 1, 2017 by Elaine I. Hogan

The Situation: A general contractor regularly engages a certain subcontractor to do drywall installation needed on its jobs.  The subcontractor works almost exclusively for the general contractor.  If the employees of the subcontractor are not paid overtime as required by the FLSA, can the general contractor face liability?…


Emotional Distress Damages Allowed in FLSA Retaliation Claim?

Posted on December 28, 2016 by Elaine I. Hogan

The Situation: An employee claims that not only was he not properly paid overtime owed to him, but that when he complained about it, his employer retaliated against him—can he really claim damages based on pain and suffering?…

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