Source: http://burrandsmithlaw.com/unpaid-wages-and-overtime.html
Timestamp: 2019-04-18 13:19:39+00:00

Document:
State and federal laws protect individuals from a variety of unlawful pay practices. These pay practices include failing to pay for all hours worked, failing to pay the proper minimum wage, and failing to pay overtime. An employer may fail to pay for all hours worked in a number of ways, such as failing to pay for off-the-clockwork, improperly deducting breaks less than 30 minutes, or failing to pay for breaks when the employee is not completely relieved of duty. If an employer fails to pay for all hours worked, an employee may also be receiving less than minimum wage or inadequate overtime compensation.
Employers may also fail to pay the appropriate minimum wage by requiring tipped employees to share their tips with customarily non-tipped employees, such as management or back-of-the-house employees (like cooks, expos, dishwashers, or salad/dessert preparers), or by failing to give proper notice to employees about paying them the tipped minimum wage. Employers may also fail to comply with the law by deducting wages for uniforms, breakage, customer walk-outs, or meals.
Employers also fail to pay proper minimum wage or overtime when they improperly classify an employee as salaried (such as with computer support technicians or assistant managers) or as an independent contractor (such as with cable installation technicians or dancers). An individual must meet specific requirements to be considered a salaried-exempt employee or an independent contractor under the law. If the individual does not meet these specific requirements, then they may be entitled to recover unpaid wages and overtime.
Employers can also run afoul of state and federal law by making improper deductions from an employee’s paycheck or, in some states, by failing to reimburse for employee expenses such as mileage.
Roberts et al. v. The TJX Companies et al. (d/b/a TJ Maxx, HomeGoods, and Marshalls): Class and collective action on behalf of assistant store managers alleging they were misclassified as exempt and were denied overtime compensation for hours worked in excess of forty hours in a work week during their formal training period, which lasted 4 to 5 weeks. Plaintiffs obtained a settlement of $4.75 million on behalf of the settlement classes.
Prior v. W and O, Inc. (Rustic Inn): Class action on behalf of servers alleging they were not permitted to retain all their tips and were required to share tips with employees called “pantry workers” who are not customarily tipped employees, in violation of Article X, Section 24 of the Florida Constitution. Successful resolutions of the claims were obtained with a settlement of $674,000.00 on behalf of the class.
Cirillo v. Larry’s of Bonita et al. (d/b/a Pelican Larry’s and Rusty’s Raw Bar and Grill): Class action on behalf of bartenders who worked at Pelican Larry’s and Rusty’s Raw Bar and Grill restaurants in Florida who alleged they were not permitted to retain all of their tips and were required to share tips with kitchen employees, including cooks; were required to pay for walk-outs and draw shortages; and were not given adequate notice of the tip credit provisions as required by law in violation of the Florida Constitution. Plaintiffs obtained a settlement of $578,000 on behalf of the class.
Freitas et al. v. Talk of the Town Restaurants, Inc. et al. d/b/a Charley’s Steakhouse: Class action on behalf of servers and bartenders who worked at Charley’s Steakhouse in Orlando, Florida who alleged they were not permitted to retain all of their tips and were required to share tips with non-wait staff employees, including salad preparers. Plaintiffs obtained a settlement of $405,000 on behalf of the class.
Frizzell et al. v. Big River Breweries, Inc. et al.: Class action on behalf of wait staff employees who worked at Big River Grille & Brewing Works in Orlando, Florida who alleged they were not permitted to retain all of their tips and were required to share tips with non-wait staff employees who worked as expeditors; and were not given adequate notice of the tip credit provisions as required by law in violation of the Florida Constitution. Plaintiffs obtained a settlement of $375,000 on behalf of the class.
Warren et al. v. Cook Sales, Inc.: Plaintiffs filed a collective action under the FLSA on behalf of themselves and other sales representatives who sold and rented portable sheds for Cook Sales. Plaintiffs alleged they and other sales representatives routinely worked more than 40 hours per week and Cook Sales denied them overtime pay of one and one-half times their regular rates of pay for hours worked in excess of 40. On behalf of themselves and 61 opt-in plaintiffs, Plaintiffs obtained a settlement of $495,000.

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