‘I didn’t realize’ is not an excuse to violate overtime pay law

There have been many changes regarding overtime pay in the United States recently. More workers are eligible for earning overtime pay. This should put employers in the position of more closely examining wage and hour laws within their companies. 

At least one manager in an out-of-state case learned the lesson about how important it is for higher-ups to understand the federal wage laws governing their business. One of his employees realized she was due overtime pay, but the manager basically fought the request because he claims he was unaware the worker was working overtime.

Sure, many workers at various levels of business get into a robotic routine of putting in their time and checking off their to-do lists. But this manager’s excuse of not realizing his employee was owed overtime pay is more than a minor administrative mishap. The woman devoted her time to the business, more time than she is required. Her time is valuable. And according to FLSA, her time is worth at least one-and-a-half times her hourly rate when she goes over 40 hours. 

A U.S. court held the manager liable for the overtime pay owed to the worker. Management must see the hours worked records in order for workers to be paid. It is reasonable to expect that the manager should have seen that the worker was putting in more time. He should have realized that the worker was owed more pay. 

Especially because laws regarding employment and specifics such as wages and overtime pay change, it can be difficult to keep up. This overtime pay dispute is an example of why it is best for employers and their workers to have a basic understanding of FLSA regulations. If a worker or manager has a question about such laws, an employment lawyer is a valuable source of information. 

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