Wage And Hour Risks Come Large And Small For Family Employers
Actor Omar Epps and his wife recently settled a wage and hour lawsuit brought against them by their former nanny.
The plaintiff, who received a $65,000 annual salary, alleges that the couple failed to pay her overtime for all hours worked and did not give her accurate or complete pay stubs.
The nanny worked for the couple from 2007 to 2015.
The couple will pay $650 to settle the suit—$487.50 to the California Labor & Workforce Development Agency and $162.50 to the former nanny. "Omar Epps, Wife Settle Nanny's Lawsuit" mynewsla.com (May 17, 2018).
- Pay staff promptly and regularly.
- Routinely review your wage and overtime policies and staff pay to make sure they are in compliance with the Fair Labor Standards Act (FLSA) and state laws.
- If in doubt, remember that government regulators tend to take the position that staff members are eligible for overtime unless you prove otherwise.
- Closely examine the salary and job duties of staff to determine his or her status. Do not rely solely on job descriptions.
- When in doubt, seek the advice of an attorney when making wage classifications for your staff.
- Encourage staff to talk with a manager if they feel they were not fairly compensated for hours worked, rather than let misunderstandings fester.
- Immediately address any wage and hour grievances raised by staff.
- Routinely monitor federal and state wage and hour laws so that you are prepared for any changes in the law.
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