• People
  • Services & Industries
  • Insights
  • Innovation
  • Offices
  • My Binder
  • PDF

Take Action to Prevent Overtime Lawsuits

Publication

4.01.08

A working foreman just put in another 10-hour day without a lunch break. That makes it a 50-hour workweek for him. But he's well compensated, and he's on salary. So he doesn't qualify for overtime pay, right? Maybe yes. Maybe no. If a manager is not sure, and the company is not under compliance with the Fair Labor Standards Act (FLSA), there is risk of a costly lawsuit. Worse, if this has happened to a number of employees, there is risk of a collective action lawsuit.

Construction companies are at a high risk for being the target of wage-hour lawsuits. However, a company can come into compliance without difficulty once its management understands the rules. It is critical to make a wage and hour compliance assessment. Managers need to know that their wage and hour house is in order, so that their company does not become part of a collective action lawsuit.


This article appeared in the April 2008 issue of Modern Contractor Solutions.

We Also Recommend

Subscribe to Our Latest Insights 

©2025 Fisher & Phillips LLP. All Rights Reserved. Attorney Advertising.

  • Privacy Policy
  • Legal Notices
  • Client Payment Portal
  • FP Solutions