Aquarium company to pay for 'Fishy' wage violations
Something Fishy, a company that sells and services aquariums, was investigated by the Department of Labor's Wage and Hour Division earlier this year for Fair Labor Standards Act (FLSA) violations. The division found the employer was paying employees straight time for all of their hours worked, including time attendance passed 40 in a workweek.
The FLSA mandates that all non-exempt workers earn premium pay (time-and-a-half their standard pay rate) for any overtime work. Something Fishy has paid $2,835 in back wages to three employees and was also ordered to pay penalties to the Department of Labor totaling $1,168.
"The Labor Department will not tolerate employers who repeatedly violate the law. They can and will be subject to additional sanctions," said Neil Patrick, director of the Wage and Hour Division’s Hartford District Office in Connecticut. "This employer's recurring failure to comply led to the assessment of liquidated damages and penalties that resulted in payment almost triple the amount of the original back wages."
Employers can reduce their chances of being investigated by the DOL by keeping their payroll policies in compliance with the FLSA. A timeclock, or another timekeeping system, can help by producing accurate records of employee attendance and payments.
The FLSA mandates that all non-exempt workers earn premium pay (time-and-a-half their standard pay rate) for any overtime work. Something Fishy has paid $2,835 in back wages to three employees and was also ordered to pay penalties to the Department of Labor totaling $1,168.
"The Labor Department will not tolerate employers who repeatedly violate the law. They can and will be subject to additional sanctions," said Neil Patrick, director of the Wage and Hour Division’s Hartford District Office in Connecticut. "This employer's recurring failure to comply led to the assessment of liquidated damages and penalties that resulted in payment almost triple the amount of the original back wages."
Employers can reduce their chances of being investigated by the DOL by keeping their payroll policies in compliance with the FLSA. A timeclock, or another timekeeping system, can help by producing accurate records of employee attendance and payments.
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