Employer facing overtime lawsuit from woman he didn't employ
Steven Miller, owner of Industrial Engineering & Development, recently received notice he was being sued for unpaid overtime by a former employee and a woman he didn't believe ever worked for him, reports The Tampa Bay Times. After hearing the charges, Miller investigated the claim brought by John Sederquist and Brenda White.
He discovered that while several employees at the microchip manufacturing facility in Pinellas Park knew the woman, they said they didn't remember her ever being hired or working for the company, the news agency reports. However, White did appear on the company's payroll in 2007 and 2009, during which she received $8 per hour, for a total of $21,218.
Miller is currently fighting the case and investigating the incident, the source explains. Employee lawsuits have been on the rise and more than 7,000 were filed last year, according to CNN. If employers settle, they may be required to furnish back wages for any unpaid employee attendance or overtime in addition to penalties.
To protect themselves from any form of payroll abuse, employers should take steps to ensure policies are being monitored and enforced. This might include investing in a new timekeeping system that does not allow employees to go in and change records, or hiring an external human resources team that will ensure payroll accurately reflects hours worked.
He discovered that while several employees at the microchip manufacturing facility in Pinellas Park knew the woman, they said they didn't remember her ever being hired or working for the company, the news agency reports. However, White did appear on the company's payroll in 2007 and 2009, during which she received $8 per hour, for a total of $21,218.
Miller is currently fighting the case and investigating the incident, the source explains. Employee lawsuits have been on the rise and more than 7,000 were filed last year, according to CNN. If employers settle, they may be required to furnish back wages for any unpaid employee attendance or overtime in addition to penalties.
To protect themselves from any form of payroll abuse, employers should take steps to ensure policies are being monitored and enforced. This might include investing in a new timekeeping system that does not allow employees to go in and change records, or hiring an external human resources team that will ensure payroll accurately reflects hours worked.
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