A Charlie Sheen se le Acusa de No Pagar Tiempo Extra (“overtime”) a Sus Empleados

Muy interesante articulo:

http://www.hg.org/article.asp?id=21091

Cocineros Exemptos de Recibir Pago for Horas Extras “Overtime”?

El onceavo circuito acaba de decir que si; pero sólo bajo ciertas circumstancias.  En el caso de Martinez v. Jade Palace, la corte concluyó que si el cocinero no habla por teléfono fuera de la Florida o utiliza productos de fuera de la Florida, si no compra productos para el restaurante, no paga las facturas del restaurante, ni ordena comidas para los clientes, ni usa la internet, o el correo para comunicarse con los clientes o vendedores del restaurante; y el empleador no satisface “enterprise coverage” (usualmetne cuando una compañía es pequeña y gana menos de $500,000), entonces dicho cocinero no tiene derecho a reclamar pago de horas extras (overtime).

Ver caso en el link siguiente: http://www.leagle.com/xmlResult.aspx?xmldoc=In%20FCO%2020110211029.xml&docbase=CSLWAR3-2007-CURR

$934,551 Recuperados a Favor de Empleados por Violaciones del Derecho al Sueldo Justo (FLSA)

El departamento de labor de los EEUU recientemente recuperó un total de $934,551 por falta de pago de tiempo extra u “overtime” para aproximadamente 479 trabajadores de UnitedHealthcare.  El arreglo también sumó cerca de $104,280 en penalidades después de que el departamento de labor concluyó que los empleados de United Healthcare no estaban siendo compensados adecuadamente.

Para leer el artículo completo it a: http://www.dol.gov/opa/media/press/whd/whd20110106.htm

Niñeras Tienen Derecho a Recibir Sueldo Mínimo y Pago Extra Por Horas Encima de las 40

Hace unos días el caso de las niñeras de Robert De Niro llegaron a un arreglo en su caso de falta de pago de horas de trabajo.  Las niñeras argumentaron que a ellas se les debía este dinero y el juez en el caso estuvo de acuerdo con ellas.  Bajo las leyes del pago justo (el FLSA), las niñeras que trabajan mas de cuarenta horas de trabajo para sus patrones tienen derecho a que se les pague extra (overtime) por cada una de esas horas.  La regulación de cada estado varía si las niñeras viven en la casa donde trabajan.  Por ejemplo, en la Florida, las niñeras no tienen derecho a “overtime” si viven con sus patrones, pero si tienen derecho a sueldo mínimo.

Aquí encontre un artículo interresante al respecto:

http://www.info.4nannytaxes.com/blog-0/bid/58545/Nanny-Awarded-30K-Unpaid-Overtime

Illegal Immigrants ARE Entitled to Overtime and Minimum Wage Under the FLSA

Many illegal immigrants do not know they are protected under the Fair Labor Standards Act (the law that provides for fair pay to employees) regardless of their immigration status.  Here is an interesting article discussing that issue:

http://www.tennessean.com/article/20110125/NEWS03/101250328/2066/NEWS03/Immigrants-turn-courts-when-wages-aren-t-paid

Are Pharmaceutical Reps Exempt from Overtime Pay?

The Fair Labor Standards Act is Being Recognized as a Weapon by Employees

I find this artcle interesting.  While it is obviously written for businesses, it fails to recognize that businesses should take affirmative steps toward compliance with the Fair Labor Standards Act (the “FLSA”) before a “private lawyer” brings the issue to the business’ attention.

see full article at: http://www.forbes.com/2010/11/18/flsa-employee-lawsuit-leadership-managing-liability.html?boxes=leadershipchannellatest

Chinese Buffet Claimed to Have Violated Fair Wage Provisions of the FLSA

An employee of a Chinese restaurant in Texas recently sued his employer because the employer did not pay him pursuant to the fair wage provisions of the Fair Labor Standards Act (the “FLSA”).  According to the FLSA, a non-exempt employee must receive minimum wage and get compensated at time and one half for the hours that the non-exempt employee works in excess of 4o per week.  In this case, the employee alleged that he worked over 12 hours per day, 5-6 days a week (approx. 72 hrs.) and was only paid $1500 per month (or approx. $5.20 per hour).  The employee’s attorney will seek to maintain a collective action and join former and present employees of the restaurant.  The employer in this case will potentially have to pay actual and liquidated (double) damages, attorney’s fees and will be exposed to individual liability.

See full article:

http://www.setexasrecord.com/news/231390-employee-sues-chinese-buffet-over-wage-violations

New York City Dollar Store Hit With Judgment for Unpaid Wages

For those of you who may know any individual that has worked for a dollar store in the New York City area, the Labor Department is asking that these individuals (employed between June 24, 2006 and May 31, 2010) contact the Labor Department at 718-254-9410 to evaluate a potential recovery for unpaid overtime or minimum wages ($485,000 plus total) under the Fair Labor Standards Act (“FLSA”).   These individuals may be due back wages as part of this settlement.

See full article at:

http://blog.epspros.com/2010/11/new-york-city-dollar-store-chain-to-pay.html

“Pure Gap Time” Is not Compensable Time, Says Georgia Court

In a case involving bus drivers who claimed that they were not compensated straight time for hours worked outside of their scheduled itinerary, but which not constituted overtime and did not fall under the minimum wage standard, a Federal Court in Georgia held that such claim is not protected by the Fair Labor Standards Act (the “FLSA”). 

The Court noted that while an employee who is not paid his/her straight time wages for “gap time” may be entitled to a contractual claim against his/her employer, such employer would not be liable under the FLSA because such claim does not constitute a claim for either a violation of the minimum wage or overtime provisions of the FLSA.

Read the full comment below:

http://www.flsacases.com/court-rejects-pure-gap-time-claim