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Employees who are not exempt under the FLSA are to be paid overtime-one and half times your hourly rate of pay for work in excess of 40 hours per work week. To prove that an employee is exempt, the employer must go beyond showing that the employee is compensated on a salaried basis. The employer must also show that the employee falls within one of the law's categories of "exempt" employees, the most common of which are executives, professionals, administrative employees, and outside salespersons. Without getting into all of the elements necessary to fall within each of these categories, suffice it to say that not everyone you consider a "supervisor" is exempt as an "executive," not everyone from whom you expect professional-quality work is exempt as a "professional," and not everyone who performs administrative tasks is exempt as an "administrative employee." Misclassification of employees as exempt is both common and risky for an employer. You can recover up to three years of unpaid overtime, and that amount will be doubled unless the employer can prove that they acted in good faith and with a reasonable belief that they were not violating the FLSA.The employer will also have to pay the employee's court costs and attorneys' fees.
What if I perform both “exempt” and “non-exempt” job duties, can I still get overtime pay?
Possibly. If you are performing “non-exempt” job duties and tasks for more than fifty percent (50%) of your work time or if you have to take improper unpaid leave. You may have lost your “exempt” status and possibly be entitled to overtime wages.
The burden will be on the employer to prove that you did not work the hours. Under the FLSA, there are specific rules for the employer to follow regarding record-keeping. You will be under an oath to just tell the truth as to when and how long you worked.
Work Week?
Of course, you have worked over 40 hours in one work week and entitled to overtime wages assuming that you are not exempt under FLSA. It is prohibited to average workweeks together to avoid overtime payment.
Maybe. Some independent contractors are considered to be employees in certain situations and therefore entitled to overtime. There is a test of the circumstances to see if you are truly an employee versus an independent contractor. Click here to learn about this more.
YOU SHOULD FILE A CLAIM AS SOON AS THE ALLEGED VIOLATION HAS OCCURRED. There are time limits that will bar your from filing any claims for overtime and unpaid wages. Under Federal FLSA, the time period for which you can file a claim against your employer for unpaid wages is 2 years from the date of the violation, but in some cases you have 3 years (willful violations).
It depends. If the employer decides to settle your claim prior to going to court, it could take only a few weeks. On the other hand, if court action is needed, it could take several months up to one year before your case is resolved.
Possibly. The answer to this depends on how much you earn per hour. The only requirement under state and federal law is that an employer pay you at least min. wage. If the employer chooses to have you pay for the shortage, the deduction cannot take your pay below the minimum wage and/or reduce your overtime compensation.
For example, if a Florida employee who is subject to the statutory minimum wage of $6.79 an hour is paid an hourly wage of $6.79, the employer may not make any deductions from the employee’s wages for the cash register.
In most case, an employer does not have to issue a final paycheck until the next upcoming payday. Once you have learned that you will not receive a final paycheck on your usual payday, you need to contact your employer in writing. The Employer has 15 days to correct the mistake of no paying you. If the employer still does not give you the final paycheck, you can sue your former employer. It is important to keep a record of your hours worked during the relevant pay period, and any additional expenses that you have suffered due to receiving your paycheck late.
I handle most cases on a contingency fee basis. Therefore, if we are not successful in obtaining any money for you, then you do not owe any attorney’s fees to us. If we are successful, under statute, the employer that violated the law should pay us a reasonable attorney’s fees, costs and expenses.
Federal law and Florida state laws prohibit employers from firing an employee or discriminating against an employee for bringing a wage and hour claim, or for testifying about that claim. If an employer does retaliate against such an employee, it can be held civilly responsible for such unlawful actions.
Call Attorney Danialle Riggins for a consultation to discuss your situation.
