back wages

Common FLSA Labor Violations in Florida Restaurants

Call (954) 946-8130 for a free telephone consultation with a Florida lawyer about your unpaid overtime and minimum wage claim.

sushi dishThe restaurant industry employs some of our country’s lowest-paid workers who, especially during hard economic times, are vulnerable to exploitation. We are committed to helping to protect workers and ensures a level playing field for Florida’s law-abiding employers. We encourage vulnerable workers to recognize potential violations and contact a knowledgeable lawyer to explain their legal rights.

Retaliation under FLSA

Common violations found include requiring employees to work exclusively for tips, without regard to minimum wage standards; making illegal deductions from workers’ wages for walkouts, breakages and cash register shortages, which reduce wages below the required minimum wage; and incorrectly calculating overtime for servers based on their $2.13 per hour base rate before tips, instead of the federal minimum wage of $7.25 per hour.

When violations exist, we are pursuing corrective action on behalf of workers, including payment of back wages and liquidated damages, to ensure accountability and deter future violations. The FLSA provides that employers who violate the law are, as a general rule, liable to employees for their back wages and an equal amount in liquidated damages. Liquidated damages are paid directly to the affected employees rather than any government entity.

The FLSA requires that covered, nonexempt employees be paid at least the federal minimum wage of $7.25 per hour for all hours worked, plus time and one-half their regular rates of pay for hours worked beyond 40 per week. In accordance with the FLSA, an employer of a tipped employee is required to pay no less than $2.13 an hour in direct wages, provided that amount plus the tips received equals at least the federal minimum wage of $7.25 per hour. If an employee’s tips combined with the employer’s direct wages do not equal the minimum wage, the employer must make up the difference. Employers also are required to provide employees notice of the FLSA tip credit provisions and to maintain accurate time and payroll records.

 old adding machineIf you are a Florida restaurant worker and would like more information about your possible wage claim, 

APPLY ONLINE NOW TO BEGIN YOUR FREE CONSULTATION

OR Call our law office at 954/946-8130 now.

H-1B Body Shop Agrees To Pay More Than $750,000 In Back Wages Both For Unlawful Benching And Reimbursement For Visa Procurement Fees

Semafor Technologies LLC

 Agency Name: WAGE AND HOUR DIVISION (WHD), UNITED STATES DEPARTMENT OF LABOR

 Release Number: 12-1009-ATL (203)

Date:  June 12, 2012

Semafor Technologies LLC in Norcross, Georgia has agreed to pay the 73  H-1B employees $741,288 in back wages following an investigation by the U.S. Department of Labor’s Wage and Hour Division. The company specializes in software development, on-site/off-site application outsourcing, infrastructure, consulting and product development services.

Additionally, the company has committed to implementing new payroll and time-keeping procedures to ensure future compliance with all applicable provisions of the H-1B program.

If you are an H-1B visa worker  and have been the victim of unlawful benching by your employer you should consult with an attorney to see if you have any claims.

This post is intended to provide you with information about overtime and wage cases filed throughout the country by other law firms and the government. It serves to give you an idea of the types of issues which are currently being litigated by employment lawyers as well as those which have been “settled.”

As a courtesy to you, we are providing the court name, case number and date filed to facilitate your search for it on the federal PACER website. Current information regarding case status, parties and attorneys is available on PACER to anyone who opens an account with them.

Please also note that some cases we report on were initiated by the Department of Labor and then settled  without having been filed in Federal Court and thus will not be available on the PACER website. For these cases we generally provide a brief summary of the findings and results.

Please feel free to complete the form below for submission to our law firm if you would like more information about your possible employment claim.  A representative will review it and  contact you. Please allow one  business day for someone to contact you and if you do not hear back from us then  it is possible that we did not receive it. This is a FREE consultation and you will not be charged for this call. Also please be advised that, merely by submitting this form, no Attorney-Client relationship is formed with the law firm.  The ONLY way that an Attorney-Client relationship with  the Law Office of Rose H. Robbins is formed is by specifically written  agreement signed by you and the Law Office of Rose H. Robbins.  You must provide your name,  home  or cell phone number and your zip code and all remaining fields are optional.

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Nursing home to pay $54,000 in back wages to 66 workers for “meal breaks” violations

King’s Daughters and Sons Home

WAGE AND HOUR DIVISION (WHD), U.S. DEPARTMENT OF LABOR

Release Number: 12-98-ATL (026)

January 30, 2012

In January 2012, King’s Daughters and Sons Home, located in Bartlett, Tenn.,   agreed to pay $54,081 in back wages to 66 current and former employees following a U.S. Department of Labor investigation that found violations of the Fair Labor Standards Act’s overtime provisions. The Bartlett nursing home provides residential services to individuals with physical disabilities.

The Wage and Hour Division of the DOL determined that even though employees had worked through their meal breaks the employer had deducted 30 minutes per day from their work hours for those periods. This failure to pay for all hours worked resulted in employees not receiving one and one-half times their regular rates of pay for hours beyond 40 in a week, as required by the FLSA.

The FLSA requires that covered employees be paid at least the federal minimum wage of $7.25 for all hours worked, plus time and one-half their regular rates of pay, including commissions, bonuses and incentive pay, for hours worked beyond 40 per week. Employers must also maintain accurate time and payroll records.

If you are a nursing home worker  and have been the victim of  wage theft by your employer you should consult with an attorney to see if you have any claims.

This post is intended to provide you with information about overtime and wage cases filed throughout the country by other law firms and the government. It serves to give you an idea of the types of issues which are currently being litigated by employment lawyers as well as those which have been “settled.”

As a courtesy to you, we are providing the court name, case number and date filed to facilitate your search for it on the federal PACER website. Current information regarding case status, parties and attorneys is available on PACER to anyone who opens an account with them.

Please also note that some cases we report on were initiated by the Department of Labor and then settled  without having been filed in Federal Court and thus will not be available on the PACER website. For these cases we generally provide a brief summary of the findings and results.

Please feel free to complete the form below for submission to our law firm if you would like more information about your possible employment claim.  A representative will review it and  contact you. Please allow one  business day for someone to contact you and if you do not hear back from us then  it is possible that we did not receive it. This is a FREE consultation and you will not be charged for this call. Also please be advised that, merely by submitting this form, no Attorney-Client relationship is formed with the law firm.  The ONLY way that an Attorney-Client relationship with  the Law Office of Rose H. Robbins is formed is by specifically written  agreement signed by you and the Law Office of Rose H. Robbins.  You must provide your name,  home  or cell phone number and your zip code and all remaining fields are optional.

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