Walgreens sued for off-the-clock work time
Walgreens was recently slapped with a class action lawsuit for off-the-clock work time. Overtime attorneys filed the suit, claiming Walgreens stores were in violation of California labor laws regarding their daily security checks practices.
According to the lawsuit, employees were required to clock out at the end of a shift before performing a loss prevention check with store management. As a result, workers were regularly losing out on 10 minutes or more of compensable time attendance.
Under the Department of Labor's (DOL) Fair Labor Standards Act (FLSA), employees are guaranteed minimum wage for all of their hours worked, and overtime pay (time-and-a-half their regular rate) for any time in excess of 40 hours during a single pay period. Employers are obligated to pay employees even if they volunteer to perform additional tasks after a shift ends.
If Walgreens is found in violation of state or federal labor laws, the company could be forced to pay employees back wages in addition to penalties and damages.
Employers can make sure their payroll policies are compliant with the FLSA by investing in a timekeeping system that accurately tracks employee attendance and can produce records that meet the DOL's requirements.
According to the lawsuit, employees were required to clock out at the end of a shift before performing a loss prevention check with store management. As a result, workers were regularly losing out on 10 minutes or more of compensable time attendance.
Under the Department of Labor's (DOL) Fair Labor Standards Act (FLSA), employees are guaranteed minimum wage for all of their hours worked, and overtime pay (time-and-a-half their regular rate) for any time in excess of 40 hours during a single pay period. Employers are obligated to pay employees even if they volunteer to perform additional tasks after a shift ends.
If Walgreens is found in violation of state or federal labor laws, the company could be forced to pay employees back wages in addition to penalties and damages.
Employers can make sure their payroll policies are compliant with the FLSA by investing in a timekeeping system that accurately tracks employee attendance and can produce records that meet the DOL's requirements.
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