Overtime Laws for Salaried Employees

In addition, even when companies pay overtime to salaried employees, they often cheat their employees by miscalculating the amount of overtime owed. In Pennsylvania, salaried employees who are eligible for overtime must receive full “time-and-one-half” pay for every overtime hour. For example, an employee earning a $500 weekly salary should receive an extra $30 [($500 / 40) X 1.5] for every hour worked over 40. Yet, many employers violate the law by using a “half-time” method to calculate the overtime owed to salaried employees.

Salaried Employee Case Results in Pennsylvania & Nationwide

Our firm has had great success in representing salaried employees who either were treated as “exempt” from the overtime laws or had their overtime pay miscalculated. 

• $20.9 million for salaried assistant store managers who were classified as overtime exempt by a national drug store chain
• $11.5 million for salaried assistant branch managers who were classified as overtime exempt by a large retail bank
• $8 million for Pennsylvania and Ohio retail assistant department managers who received half-time pay instead of full time-and-one-half pay
• $4.5 million for salaried department managers employed at a multi-site grocery store chain and paid half-time for their overtime work
• $2.3 million for salaried store managers working at a chain of Colorado discount stores and classified as overtime exempt
• $75,000 for salaried mentors who were classified as overtime exempt by a Philadelphia social services agency
• $627,500 for salaried account managers who worked in Pennsylvania and were classified as overtime exempt by a company that provided custodial services to nursing homes
• $400,000 for salaried field service managers classified as overtime exempt by a national automotive inventory control company
• $500,000 for retail store managers who worked in Pennsylvania and only received half-time pay for their overtime work
• $311,000 for a group of salaried retail employees who held various job titles and only received half-time pay for their overtime work
• $490,000 for salaried service representatives who worked in Pennsylvania for a large lawn care company and only received half-time pay for their overtime work
• $505,000 for assistant branch managers classified as overtime exempt and working for a Pennsylvania bank
• $575,000 for retail assistant managers who worked in Pennsylvania and only received half-time pay for their overtime work 
• $110,000 for salaried convenience store managers and assistant store managers who worked in Northeastern Pennsylvania and only received half-time pay for their overtime work
• $87,500 for salaried intensive care managers who worked for a Pennsylvania/Delaware mental health provider and were treated as overtime exempt
• $66,000 to salaried case managers who were treated as overtime exempt by a Philadelphia behavioral health provider
• $489,000 for salaried implementation consultants who were classified as overtime exempt by a New York business software company
• $85,000 to salaried admissions representatives who were treated as overtime exempt by a Southeastern Pennsylvania trade school
• $300,000 for Store managers and assistant store managers employed in Pennsylvania by a chain of discount shoe stores and only paid half-time for their overtime work

To get started on your case with a Philadelphia lawyer for salaried employees, call (215) 866-1551 or fill out our online contact form.

EMPLOYMENT LAWYERS FOR HOURLY EMPLOYEES IN PHILADELPHIA

Many hourly employees do not receive credit for all the time they spend working for their company. Sometimes, this is called working “off the clock.” Working “off the clock” is often illegal.  Under federal and state wage laws, employees are entitled to be paid for many pre-shift and post-shift activities, which can include time spent in security screening lines, time spent walking to assigned locations within the plant or job site, time spent gathering work-related gear and equipment, time spent waiting for job assignments, time spent traveling out-of-town, time spent traveling between job sites or clients, time spent by call center employees logging into computer programs, and time spent in breaks of less than 20 minutes.

In addition, employees generally are entitled to be paid for work performed during unpaid lunch or meal breaks.  Under the law, employees must be completely relieved of duties when they are on an unpaid lunch or meal break.  Companies generally are required to pay employees for all the time they spend performing activities that benefit the company.  Our law firm has recovered millions of dollars for hourly employees who perform work “off-the-clock.” 

Hourly Employee Case Results in Pennsylvania & Nationwide