Fair Labor Standards Act
In 1937, President Franklin D. Roosevelt first told the American people that in this great country, all able-bodied, working men and women should receive “a fair day’s pay for a fair day’s work.” In this effort, President Roosevelt was able to get Congress to pass the Fair Labor Standards Act (commonly referred to as the “FLSA”).
This “Depression-era” legislation was intended to protect individuals by denying their employers the tool of using worker’s wages to do battle in the competitive marketplace. The Act purposefully meant to ensure a minimum standard of living and to aid in the protection of the general well-being of the American worker. The overtime aspect of the law was intended to discourage long, abusive work weeks, and to encourage companies to hire more individuals, instead of putting all the work on just a few individuals.
The Fair Labor Standards Act (FLSA) laws require overtime compensation be paid (at time and one-half) for all “hours worked” over a prescribed “threshold” (typically 40 hours per week), for “nonexempt” employees. FLSA lawsuits typically seek recovery for unpaid or underpaid back wages, plus double damages (called “liquidated damages”) and attorneys’ fees.
Beasley Allen has recently filed a number of cases on behalf of employees who have been improperly denied rightful payment of overtime benefits at their job. These FLSA cases are typically filed as “collective actions” on behalf of a group of employees.
In addition to the FLSA, many states have their own causes of action that mirror the protections provided under the federal scheme – in some instances the states offer greater protections. We are certainly interested in reviewing any case where an individual is routinely working in excess of 40 hours a week and has little or no discretion in many of their daily activities, or is performing the same type tasks as employees who are paid hourly.
We are also interested in reviewing cases where individuals work long hours but end up not receiving compensation for certain hours worked, or make less than the equivalent federal minimum wage for certain hours worked.
If you or a loved one feel you are a victim of unfair wage practices, you may be entitled to compensation for unpaid or underpaid back wages under federal FLSA guidelines.
Please contact our FLSA lawyers today by filling out the brief questionnaire, or by calling our toll free number (1-800-898-2034) for a free, no-cost, no-obligation legal evaluation of your case.