A recent case in California shows how seriously the government takes overtime and other wage violations. Two pizza restaurant franchisees — who run six locations in Northern California — were ordered to pay over $600,000 for wage and hour and child labor law violations.
The U.S. Department of Labor’s Wage and Hour Division (the “DOL”) found that the franchisees failed to pay overtime wages to approximately 33 employees.
The investigation also uncovered child labor law violations
DOL investigators also found that the franchisees violated child labor laws. Under the law, individuals under the age of 16 are limited in the number of hours that they can work per day and per week during the school year as well as how early in the morning and late at night they can work. For instance, such individuals may not work over eight (8) hours a day at any time. The franchisees were fined over $13,000 for such violations.
Since many teenagers work in the food service industry, it is not be surprising that many child labor violations occur in this industry. In the previous two fiscal years, the Western region of the Wage and Hour Division (the “WHD”) penalized over 160 food service businesses for more than $760,000 because of violations.
Employees are increasingly asserting their rights
A local official with the WHD noted that in addition to such violations being financially costly to employers, it can affect their ability to “retain or recruit workers than their competitors whose actions show they respect workers’ rights and pay them their full wages.”
Employees in all lines of work are increasingly expecting better wages and are asserting their rights. The very least that you deserve is the wages that are due to you for the work that you have performed.
If you believe that you are a victim of wage theft, call 916-612-0326 or email ([email protected]) Finley Employment Law today. Finley Employment Law serves clients throughout California, including Sacramento, Roseville, Davis, Folsom, and Elk Grove.
The information in this blog post is for general informational and advertising purposes only and is not, nor is it intended to be, legal advice. Instead, you should speak with a California employment attorney for advice regarding your individual situation.