No matter how small an employer your healthcare company may
be, you are still required to follow the federal and state overtime laws. While new legislation is on Capitol Hill
regarding exempt and non-exempt employees, the current rules still apply for
the payment of employees. Lately, we
have had several clients with wage suits brought by employees.
Wage and hour suits generally fall under federal laws and
statutes, and the calculation for wages owed to an employee who is successful
in winning a claim against the employer includes reasonable and necessary
attorney’s fees.
Therefore, the employee you owe $1350 to in overtime wages,
or regular wages will have an attorney’s fee submission to the court in the
tens of thousands of dollars. The
attorney’s fees are mandatory if the employee prevails on the wage issue and
has an attorney assist him/her with the case.
Please keep accurate and complete track of your employee’s
time on the job, including windshield time between appointments, and overtime
hours. Your company records will be
required to refute a wage and hour claim by an employee. Often, we have little to defend the
employer’s position, even if the employee has padded their claim.
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