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Your salary could be imaginary!
September 06, 2010

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Employee Rights News You Can Use

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Hello,

As always what matters to me....is to help my fellow employee! I pledge to continue to provide quality info you can use to enhance your employment experience. Why? Because I'm also an employee who makes it his business to stay on top of what's happening at work.

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Date September 6, 2010

Issue #18

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Article

Your salary could be imaginary!

Wage and hour lawsuits are increasing. In fact, claims associated with FLSA (Fair Labor Standards Act) are growing faster than other workplace lawsuits. Employees being misclassified as "exempt" from overtime are the main cause. Basically this means employees who should be getting overtime pay are providing "free labor".


The U.S. Dept. of Labor is BIG TIME serious about enforcement of the FLSA! The hiring and training of hundreds of investigators translates into more employers getting busted for wage and hour violations.

Here are some of the biggest employee class action lawsuits filed in 2009;

Wachovia Securities Wage & Hour Litigation, $39 million.
Wal-Mart Wage & Hour Employment Practices Litigation, $65 million.
Conley v. Pacific Gas & Electric, $17.25 million.
Westerfield v. Washington Mutual Inc., $38 million.


Unfortunately, it appears that employers still don't get it, how about yours?

Every employee MUST learn how businesses can make their salary "imaginary"! The following are some misconceptions or "imaginary" ideas about hours and wages.

Must get jury duty pay.
Imaginary. Your boss isn't required under FLSA to pay for jury duty. But, some states do require payment.

No 60+ hour work week.
Imaginary. There is no limit to the number of hours employees 16 yrs and older can be required to work.

Paid on last day of work.
Imaginary. Employers aren't required under FLSA to give former employees that last check on the last day worked. Some states do require last day payment.

Double time pay for weekends and holidays.
Imaginary. FLSA doesn't mandate double time compensation.

Paid time off for funerals.
Imaginary. Our employers don't have to pay for time not worked, including funerals for immediate family.

Breaks and lunch time for working a full day.
Imaginary. This is not required under FLSA but again some states do.

Must give pay raises.
Imaginary. The only pay required is the federal minimum wage of 7.25 per hour.

Employers pay for sick, vacation or federal holidays.
Imaginary. Employers don't have to pay for vacation, sick or any holidays.

Minimum amount of hours for full time.
Imaginary. The employer decides what's full or part time not FLSA. FLSA wage and hour rules will continue to apply either way.

No work beyond job description.
Imaginary. Nothing in FLSA limits the types of work anyone 18+ years old can be required to perform.


I will continue to keep you updated on the Fair Labor Standards Act because it has uncovered an area in the workplace many employers have abused and continue to abuse. Are you being treated as "exempt" when you should be "non exempt"? The increasing number of lawsuits suggest many employers are more than willing to "steal" money from you.

Learn more about FLSA;

====> http://bit.ly/6wof0Y

More Blessings To Come!

Yancey Thomas Employee Rights Educator, Coach, Trainer, Advocate,
Webmaster
http://www.You-Can-Learn-Basic-Employee-Rights.com http://bit.ly/a02iVb Yes@You-Can-Learn-Basic-Employee-Rights.com =================================================

Are you a SALARIED or HOURLY employee?

Are you "EXEMPT or "NON-EXEMPT"?

Not Knowing could be COSTING YOU M.ON.EY!!

====> http://bit.ly/dpEALR

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If you need an answer to an employee rights or other legal question, get an answer here F*REE!

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Can I Interest You in an Extra $250.00 a Day...?
Legitimate Online Jobs will show you how.

====> http://bit.ly/cvo12G

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Do You Know what a 360 Degree Feedback Job
Evaluation Is? Do You Know how it can used against you?

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PUBLISHING SCHEDULE

Your Basic Employee Rights eNews is published the first week of the month, 12 weeks per year. From time to time we will publish special features that affect employees in the workplace. We may also offer third party resources that will be of benefit to you our valued subscriber.

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DISCLAIMER

Note: Any and all information provided within this Newsletter/Ezine is for educational and general information purposes only. It is NOT INTENDED as legal advice. Please review this specific disclaimer;

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Written by Yancey Thomas Jr.

Owner, you-can-learn-basic-employee-rights.com

(c)copyright 2010 you-can-learn-basic-employee-rights.com

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