Investigation Finds Unpaid Training, Off-the-Clock Work, and Overtime Violations

The U.S. Department of Labor announced that it recovered $113,199 in back wages after an investigation found that Premier Health Consultants LLC, which operates as St. Joseph’s/Candler Urgent Care, violated the Fair Labor Standards Act.

According to the Department’s Wage and Hour Division, the employer failed to pay workers properly for time spent attending required orientation, meetings, and training. Investigators found that employees received straight-time pay instead of the required overtime rate for hours worked beyond 40 in a workweek.

The Department also found that certain employees were required to perform work off the clock, resulting in additional unpaid overtime.

Department of Labor Finds Employee Retaliation

The Wage and Hour Division further determined that the employer suspended a worker who questioned its pay practices. The FLSA prohibits employers from retaliating against employees who raise concerns about unpaid wages or exercise their rights under federal wage-and-hour law.

Mandatory Training and Meetings May Be Compensable Work

Employers generally must compensate nonexempt employees for required, job-related orientation, meetings, and training. When that time causes an employee’s total hours to exceed 40 in a workweek, the employee may also be entitled to overtime compensation.

Employees may have potential wage claims if they were required to:

• Attend unpaid orientation or training;
• Participate in required meetings before or after a scheduled shift;
• Complete job-related tasks off the clock;
• Work more than 40 hours without receiving proper overtime pay; or
• Endure discipline or retaliation after questioning an employer’s pay practices.

Source: U.S. Department of Labor, Wage and Hour Division 

Concerned About Your Employer’s Pay Practices?

Employees concerned about unpaid overtime, off-the-clock work, unpaid training or meetings, improper deductions, misclassification, withheld compensation, or retaliation for raising pay-related concerns may have legal rights.

Available wage-and-hour protections depend on factors, such as the employee’s location, job duties, compensation structure, and individual circumstances. Employees who believe they have not received all compensation owed should preserve relevant pay statements, schedules, time records, workplace policies, and communications and consider consulting an employment attorney about their rights and available options.

For more information, contact Michael Yarnoff, Esq., (215) 792-6676, Ext. 804, [email protected], [email protected], for a free, no-obligation legal evaluation.

About Kehoe Law Firm, P.C.

Kehoe Law Firm, P.C. is a nationally-recognized, plaintiff-side class action law firm representing investors and consumers in matters involving securities fraud, corporate misconduct, mergers and acquisitions, antitrust violations, whistleblower claims, data breaches, consumer fraud, employment law violations, and retirement-plan mismanagement. Its attorneys have served as lead or co-lead counsel in major securities cases, recovering more than $10 billion for institutional and individual investors.

All representation is provided on a contingency-fee basis, and plaintiffs are not responsible for attorneys’ fees, court costs, or litigation expenses. Any request for attorneys’ fees and expenses will be subject to court approval. 

PHONE

Tel: 215-792-6676

EMAIL

[email protected]