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JP Morgan Chase Bank agreed to a $12 million settlement in a class action lawsuit alleging its bank tellers were not paid for overtime they worked.
The unpaid overtime class action lawsuit, originally filed in California federal court in 2011, accuses Chase Bank of not paying its tellers overtime and not giving duty-free meal or rest breaks, among other claims.
The Chase bank teller overtime class action lawsuit involves five lawsuits that have been consolidated. Employees allegedly had to work off the clock before and after shifts and during breaks, and though employees regularly worked overtime, Chase Bank allegedly discouraged them from accurately reporting their hours and actually would alter time records.
About 145,000 current and former Chase tellers, bankers, assistant branch manager trainees and sales specialists will be eligible for the approved $12 million settlement. About $5 million is guaranteed to go to Class Members, no matter how few claims are submitted.
California Labor Laws
Employees working for employers that operate their businesses in California have specific rights under state and federal labor laws. The Fair Labor Standards Act (FLSA) and several California state laws protect the rights of employees to fair wages and working conditions. Employers who cut corners and disregard these rights can be held legally accountable by employees and face stiff penalties.
An employment and labor law violation in California can include:
- Minimum wage and overtime violations. California’s minimum wage currently is $9 per hour (as of July 1, 2014). If your employer is paying you less than minimum wage, they have committed a serious labor violation.
- Meal and rest break violations. The California Labor Code prohibits employers from requiring employees to work during meal or rest periods. If you have been working for more than five hours in a single workday, you are entitled to one 30-minute meal period. With regard to rest periods, you are entitled to a 10-minute break for every four hours you’ve worked.
- Unpaid Overtime. According to California labor law, overtime pay is based on hourly wages, salaries, shift differentials, non-discretionary bonuses and commissions. Failure to include those when determining overtime pay is an overtime violation. In California, most workers are entitled to overtime for all work past eight hours in a day or 40 hours in a week, or for work performed on a seventh consecutive day.
Other unlawful and deceptive labor practices that some California employers commit include violating company rules on tip pooling and failing to pay for off-the-clock work. California law also prohibits retaliation against an employee who inquires about unpaid wages or files a complaint about an employer’s violation of the wage and hour laws.
Join a Free Unpaid Overtime, Wage & Hour Class Action Lawsuit Investigation
If you were forced to work off the clock or without overtime pay in California within the past 2 to 3 years, you have rights – and you don’t have to take on the company alone.
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