Following charges that the San Francisco Giants failed to pay 74 clubhouse
and administrative employees all the compensation they were entitled to,
the team has agreed to pay nearly $545,000 in back wages and damages.
The 74 clubhouse and administrative employees accused the ball club of
violating Federal labor pay – the Fair Labor Standards Act [FLSA].
The FLSA provides several key provisions, including the right to minimum
wages, overtime pay for non-exempt workers. If you have any wage and hour
questions, it’s a good idea to consult with a top
Atlanta wage and hour attorney right away. According to reports, investigators uncovered various minimum
wage, overtime and record-keeping violations.
Violations included clubhouse employees working more hours than were recorded,
and receiving only a flat pay rate that amounted to less than the federal
minimum wage of $7.25 an hour. The Giants were also accused of not paying
A representative from the government noted: “I am encouraged that
the Giants acted to resolve this issue, but it was disappointing to learn
that clubhouse workers providing services to high-paid sports stars weren’t
making enough to meet the basic requirements of minimum-wage law.”
Labor Department officials said the team also improperly classified a
number of employees as exempt from overtime pay, including clubhouse managers
and video operators at the major and minor league levels.
Misclassification is a frequent issue is any place of employment. Sometimes
misclassifications occur by mistake – whether a worker is exempt
or non-exempt can be a complex determination. Exemptions are rules that
state that if you make more than a certain amount of money per week, and
if you perform a certain type of “white collar” work, then
you are exempt from the overtime laws, and your employer need not pay
you time and a half no matter how many hours you work in a week. If, however,
the exemptions do not apply to you, then you are considered non-exempt,
and your employer must pay you time and a half for every hour you work
more than 40 in any workweek.
However, because overtime pay can potentially lead to substantial increases
in take home pay, in some situations unscrupulous employers may intentionally
misclassify workers in an effort to avoid paying out large sums of overtime
While no evidence exists of that practice here, making sure you are classified
correctly regardless of your job is important.
For more information or if you believe you have not been paid all the compensation
you deserve, please contact the top
Georgia overtime pay attorneys at The Buckley Law Firm, LLC for an immediate consultation.