Real Housewives reality star being sued by employee for back wages
Reality TV star Adrienne Maloof is being sued by former employee Deanna Cesena for overtime, recordkeeeping and meal break violations of the Fair Labor Standards Act (FLSA), according to Radar Online.
The source reports that Maloof is not making statements about the claims, but the lawsuit alleges the employee was not paid premium rates for overtime employee attendance and instead was compensated a flat weekly rate regardless of the number of hours worked. According to to FLSA, all non-exempt employees must be compensated at least minimum wage for all of their time attendance and in addition, be paid one-and-a-half times the regular pay rate for any hours worked beyond 40 in a single workweek.
If an employee falls under an exemption from the FLSA, employers are not required to pay them overtime wages. However, most workers qualify for the exemptions because they earn a large enough salary to make up for the difference in pay. Cesena's job duties, which the source reports were performing personal errands, making phone calls and driving Maloof to and from appointments, might not qualify for an administrative exemption.
Employers can make sure they are paying employees correctly and avoid costly suits and labor rights violations by using employee payroll services that can identify potential problems ahead of time.
The source reports that Maloof is not making statements about the claims, but the lawsuit alleges the employee was not paid premium rates for overtime employee attendance and instead was compensated a flat weekly rate regardless of the number of hours worked. According to to FLSA, all non-exempt employees must be compensated at least minimum wage for all of their time attendance and in addition, be paid one-and-a-half times the regular pay rate for any hours worked beyond 40 in a single workweek.
If an employee falls under an exemption from the FLSA, employers are not required to pay them overtime wages. However, most workers qualify for the exemptions because they earn a large enough salary to make up for the difference in pay. Cesena's job duties, which the source reports were performing personal errands, making phone calls and driving Maloof to and from appointments, might not qualify for an administrative exemption.
Employers can make sure they are paying employees correctly and avoid costly suits and labor rights violations by using employee payroll services that can identify potential problems ahead of time.
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