Wage and hour lawsuits allege employers violated laws like the Fair Labor Standards Act (FLSA) regarding minimum wage, overtime pay, breaks, and proper classification. These lawsuits can be settled or go to trial, potentially resulting in significant compensation for affected employees.
Common Violations:
- Minimum Wage: Failing to pay the federally mandated minimum wage, or state minimum if higher.
- Overtime Pay: Not paying time-and-a-half for hours exceeding 40 in a workweek for non-exempt employees.
- Misclassification: Incorrectly classifying employees as exempt (not eligible for overtime) when they meet eligibility criteria.
- Off-the-Clock Work: Requiring or allowing employees to work without recording or compensating their time.
- Meal & Rest Breaks: Denying or interfering with mandated meal and rest breaks.
Settlements and Damages:
- Wage and hour settlements vary in size based on factors like the violation’s severity, impacted employees, damages suffered, and evidence strength.
- In 2022, top private-plaintiff settlements totaled $449 million, highlighting their potential compensation value.
Seeking Legal Support:
- If you believe you’ve been wronged, consider contacting an attorney specializing in wage and hour law.
- Attorneys can assess your case, explain your rights, and estimate potential compensation.
Factors Affecting Settlements:
- Violation Severity: More serious violations, like intentional wage theft, can lead to larger settlements.
- Number of Affected Employees: Class action lawsuits involving many employees often result in higher settlements.
- Damage Amount: Quantifiable losses like unpaid wages or missed overtime directly impact settlement value.
- Evidence Strength: Strong evidence supporting your claim strengthens your case and potential settlement.
| Complete Date | Case (if known) | Citation (if known) | Court (if known) | Short Summary |
|---|---|---|---|---|
| N/A | General Overview | N/A | N/A | Workers alleging employer violated wage and hour laws like minimum wage, overtime pay, breaks, or classification. |
Common Violations:
| Violation | Description |
|---|---|
| Failing to pay minimum wage | Not paying the federally mandated or state minimum wage (whichever is higher). |
| Failing to pay overtime pay | Not paying time-and-a-half for hours exceeding 40 in a workweek for non-exempt employees. |
| Misclassifying employees as independent contractors | Incorrectly classifying employees as exempt (not eligible for overtime) when they meet eligibility criteria. |
| Requiring employees to work off the clock | Requiring or allowing employees to work without recording or compensating their time. |
| Denying or interfering with mandated meal and rest breaks | Not providing or interfering with required meal and rest breaks. |
Settlement & Damages:
| Factor | Description |
|---|---|
| Violation Severity | More serious violations can lead to larger settlements. |
| Number of Affected Employees | Class action lawsuits with many employees often result in higher settlements. |
| Damage Amount | Quantifiable losses like unpaid wages or missed overtime directly impact settlement value. |
| Evidence Strength | Strong evidence supporting your claim strengthens your case and potential settlement. |
Additional Tips:
- Seek recommendations for wage and hour attorneys from trusted sources.
- Search online for attorneys specializing in your state and relevant legal area.
- Contact your state bar association for referrals.
- Interview potential attorneys to assess their experience, fee structure, and your comfort level.
Disclaimer: This information is for general knowledge only and does not constitute legal advice. Please consult a qualified attorney for specific legal matters.
