Are you a non-exempt hourly employee or a non-exempt employee on a sales commission? Have you been required to work “off the clock”? Does your manager or supervisor pressure you into underreporting your hours or changing your timecards to avoid having to pay overtime? If so, your rights under the Federal Fair Labor Standards Act (FLSA) may well have been violated.
After seven years of service to her job, Plaintiff Jena McClellan announced to her employer that she was pregnant. About three months later, she was bullied into signing a severance agreement.
On the day of her termination, the company’s president called her into his office, closed the door behind her, and presented her with an agreement. He said that she “needed to sign then if [she] wanted any severance.”
You call your insurance agent to report a claim, only to be told you don’t have coverage. How can that be? You’ve been paying your premiums to that company for 10 years and never had a claim before this. Well, not all insurance policies cover every conceivable loss, and even if the type of loss was conceivable it might not be covered without having a specific add-on (called an “endorsement”) that you had to pay extra for.
Well restaurant workers, the Department of Labor (“DOL”) seems to be looking out for you. Although you might not be making the standard minimum wage ($7.25 in Kentucky), the DOL is enforcing provisions to protect your time and money.