A drug store chain recently agreed to a $23 million class-action settlement and learned some expensive lessons about the FLSA and state wage-and-hour laws.
In the lawsuit, Wilson v. Walgreens Co., filed in California District Court, Walgreens Co. faced a large class of workers: all non-exempt and store manager employees in California. The claims dated back to May 13, 2008. Here are some of the alleged timekeeping and related violations against Walgreens:
Three words that an attorney defending an employer on a wage-and-hour case does not want to hear are “off the clock.” This case points out that FLSA compliance is no easy matter, and the avenues for complaint are readily available. Cutting corners on compensation ultimately costs an employer more than simply following the law. A time and attendance solution should be viewed as a business essential for all employers. Because manual tracking is a challenge, other solutions are available, like fingerprint and biometric time clock technology. For a complete employee time tracking system, please consider TimeForce. For more information, please click here.
All data and information provided on this news blog is for informational purposes only. Infinisource makes no representations as to accuracy, completeness, suitability, or validity of any information on this site and will not be liable for any errors, omissions, or delays in this information or any losses, injuries, or damages arising from its display or use. All information is provided on an as-is basis. Information regarding employment suits and other legal action is not updated after publication, and may not be current.