The Fair Labor Standards Act (“FLSA”) requires that employers pay their employees at a rate equal to or greater than the federal minimum wage. Additionally, the FLSA requires employers to pay most employees time-and-a-half for any hours worked beyond 40 hours per week. As one recent case demonstrates, failing to comply with the FLSA can have serious consequences for employers.
A four-year investigation by the Wage and Hour Division of the U.S. Department of Labor (“DOL”) found that the employer, High Performance Ropes of America, failed to pay its workers time-and-a-half despite the fact that employees regularly worked up to 96 hours per week. The company attempted to cover its tracks by giving DOL investigators a “decoy” set of time records that did not reflect the employees’ actual hours worked.
Following the investigation, the company was ordered to pay over $100,000 for overtime wages and liquidated damages owed to the affected employees. The company was also order to pay approximately $22,000 in civil penalties and fines for repeat and willful FLSA violations. In addition, the DOL announced the felony convictions of three company officials who were charged with making false statements to investigators.
All too often companies like High Performance Ropes of America exploit low-wage workers who likely will not be able to fight back and demand their proper wages. But employers who violate the FLSA are taking a huge gamble. If the violations come to light, employers may be liable for back wages, plus an additional equal amount in liquidated damages. And employers who falsify records or engage in other deception could also face criminal charges.
If you have been denied minimum wages or not paid time and a half for your overtime hours, or even think that you might need an employment lawyer, then call the right attorney to schedule a free and confidential consultation at 866-797-6040. Spitz, The Employee’s Law Firm and its attorneys are experienced and dedicated to protecting employees’ wage rights under the Fair Labor Standards Act (FLSA) and Ohio wage law. The opportunity to meet directly with a wage and hour lawyer is just a phone call away. Your best choice is not to wait.
The wage and hour law materials available at the top of the page and at this employment law website are for informational purposes only and not for the purpose of providing legal advice. It is best to contact an Ohio attorney to obtain advice with respect to any particular employment law issue or problem. Use and access to this employment law website or any of the links contained within the site do not create an attorney-client relationship. The legal opinions expressed at or through this site are the opinions of the individual lawyer and may not reflect the opinions of Spitz, The Employee’s Law Firm, Attorney Brian Spitz or any individual attorney.x