Alonso Krangle LLP offers a FREE, no cost, no obligation, and completely confidential legal consultations to employees who were illegally denied their rightfully earned wages. To discuss your potential wage / hour lawsuit, call toll free 1-800-403-6191
Melville, NY (PRWEB) March 28, 2012
Attorneys Andres Alonso and David Krangle, founding partners of Alonso Krangle LLP, a national law firm focused on protecting the rights of victims, are currently evaluating lawsuits on behalf of employees who have been victims of wage and hour law violations, including unpaid off-the-clock work. The federal Fair Labor Standards Act (FLSA) requires that employers pay non-exempt employees for all hours worked, including time spent working “off-the-clock”. If off-the-clock hours include overtime, the FLSA stipulates that employer must pay overtime wages for this time. [dol.gov/whd/regs/compliance/whdfs53.htm]
The firm offers free, no obligation, and completely confidential legal consultations to employees who were illegally denied their rightfully earned wages. To discuss your potential wage and hour lawsuit, please contact us today at 1-800-403-6191 or visit our website, http://www.FightForVictims.com.
FLSA Off-the-Clock Wage Violations
The FLSA requires payment of at least the minimum wage for all hours worked in a workweek and time and one-half an employee's regular rate for time worked over 40 hours in a workweek, In general, "hours worked" includes all time an employee must be on duty, or on the employer's premises or at any other prescribed place of work (i.e., suffered or permitted) to work. [http://www.dol.gov/whd/offtheclock/index.htm
Generally, an employee cannot volunteer to work without pay. An employer also can’t deny pay if they were not aware of, or did not giver permission for, off-the-clock work. The FLSA makes it the duty of management to exercise control and see that work is not performed if the employer does not want it to be performed. Merely making a rule against such work is not enough. The employer has the power to enforce the rule and must make every effort to do so. [dol.gov/elaws/esa/flsa/hoursworked/screen1d.asp]
The most common off-the-clock practices that violate the FLSA include:
- Requiring employees to attend meetings before or after work without pay.
- Refusing to pay employees for mandatory orientation or training sessions that occur during off-hours. This includes pay for travel time if the training is offsite.
- Refusing to pay employees for time they need to start up computers or other equipment prior to their shift.
- Requiring employees to check or respond to voicemails and emails when they are not on the clock.
- Requiring employees to clock out before performing closing procedures at a retail store.
- Requiring employees to clock out for rest breaks (between 5 and 20 minutes).
- Requiring employees to clock out to run work related errands (such as picking up supplies or equipment).
- Requiring employees to change in and out of uniforms at work ("donning and doffing") before they clock in, and after clocking out.
- Refusing to pay employees for time spent uploading and downloading information to a company website or server.
- Requiring or allowing employees to work overtime but not allowing the overtime to be recorded on their timecard.
- Using timekeeping systems that automatically deduct 30 minutes from workers’ daily wages for meal periods even when those meal periods are not provided.
- Refusing to pay employees for time spent correcting mistakes.
- Refusing to pay employees for time spent waiting to begin assigned tasks.
Under the FLSA, employees who are illegally denied their rightfully earned wages may file a private lawsuit for back pay and an equal amount as liquidated damages, plus attorney's fees and court costs. Workers are generally able to recover up to two years of unpaid wages, including overtime, or up to three years if their employer intentionally violated wage and hour laws. [dol.gov/whd/regs/compliance/hrg.htm]
Alonso Krangle LLP offers free, no obligation, and completely confidential legal consultations to employees who were illegally denied their rightfully earned wages. To discuss your potential wage and hour lawsuit, please contact us today at 1-800-403-6191 or visit our website, http://www.FightForVictims.com.
About Alonso Krangle LLP
Andres Alonso and David Krangle, attorneys with almost 40 years of collective legal experience, have focused their law practice on the handling of significant personal injury cases, defective drug and medical device litigation, construction site accidents, nursing home abuse, medical negligence, qui tam/whistleblower actions and consumer fraud cases. A national law firm representing injured victims throughout the U.S., Alonso Krangle LLP is headquartered in Long Island, New York, with offices in New York City, and plans to open additional locations in New Jersey.
For more information about Alonso Krangle LLP or to join the fight and be a part of our team, please contact us at 1-800-403-6191 or visit our website, http://www.FightForVictims.com
Contact: Alonso Krangle LLP
445 Broad Hollow Road
Melville, New York