Illinois maid service ordered to pay $501,893 in back wages
Skokie Maid and Cleaning Services in Illinois was recently ordered to pay $501,893 in back wages to 75 workers for unpaid overtime, according to The Skokie Review. The U.S. District Court for the Northern District of Illinois found that cleaning company in violation of overtime, minimum wage and recordkeeping provisions of the Fair Labor Standards Act (FLSA).
The lawsuit claimed workers were misclassified as independent contractors so owner, Jadwiga Malewicka, wouldn't have to pay them overtime rates (time-and-a-half their regular pay for hours worked beyond 40 in any given workweek) and other basic benefits guaranteed by the Department of Labor and FLSA, the source reports.
When the FLSA was first established by the Labor Department in 1938, it did not include provisions that would protect in-home domestic workers, such as maids, cooks and gardeners, reports the DOL. However, the agency updated measures in 1974 to reflect the current state of the "domestic service" industry.
It now extends all of protections offered to other non-exempt employees, with the exception of casual babysitters and home healthcare workers who provide round-the-clock care. Employers can avoid employee overtime lawsuits and DOL investigations by bringing on benefits administration help that has a better understanding of changes made within the state and federal laws.
The lawsuit claimed workers were misclassified as independent contractors so owner, Jadwiga Malewicka, wouldn't have to pay them overtime rates (time-and-a-half their regular pay for hours worked beyond 40 in any given workweek) and other basic benefits guaranteed by the Department of Labor and FLSA, the source reports.
When the FLSA was first established by the Labor Department in 1938, it did not include provisions that would protect in-home domestic workers, such as maids, cooks and gardeners, reports the DOL. However, the agency updated measures in 1974 to reflect the current state of the "domestic service" industry.
It now extends all of protections offered to other non-exempt employees, with the exception of casual babysitters and home healthcare workers who provide round-the-clock care. Employers can avoid employee overtime lawsuits and DOL investigations by bringing on benefits administration help that has a better understanding of changes made within the state and federal laws.
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