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Nordstrom Inc. settled an unpaid overtime class action lawsuit on June 2, which was brought about by several current and former Nordstrom commissioned sales employees who alleged that the company violated several California State minimum wage labor laws.
The two original unpaid overtime lawsuits were brought to court by former Nordstrom employees Gino Marventano and Neesha Kurji in October 2010, and two current Nordstrom employees Gina Balansanyan and Nune Nalbandian in April 2011. All parties allege that Nordstrom violated California Labor Laws by refusing to pay commissioned sales workers minimum wage unless they met the expected minimum commission for that pay period. This means that these and many other Nordstrom workers were allegedly denied pay for time spent before, during, and after their scheduled work shifts.
Although the final hearing for the wage and hour class action lawsuit is scheduled for Nov. 24 of this year, Nordstrom has already agreed to a $7.65 million settlement, $5.3 million of which is available to all current and potential class members.
These two cases and similar Nordstrom unpaid overtime lawsuits have been consolidated into one California wide class action lawsuit. Many current and former California Nordstrom employees may be eligible for reimbursement for denied pay.
California Minimum Wage
Many California workers are unaware of the rights provided to them by California State Labor and Wage Laws. Since Jan. 1, 2008, the current minimum wage in the state of California was set at $8.00 per hour. It is scheduled to increase to $9.00 per hour on July 1, and eventually will reach $10.00 per hour on Jan. 1, 2016.
According to the California Department of Industrial Relations, “There are some employees who are exempt from the minimum wage law, such as outside salespersons, individuals who are the parent, spouse, or child of the employer, and apprentices regularly indentured under the State Division of Apprenticeship Standards.”
However, these exceptions are few and far between, and is the case of the Nordstrom commissioned sales workers it is illegal for the business to deny minimum wage to its commission based workers.
California State Labor Laws Concerning Overtime Pay
Some basic, core laws concerning overtime pay for California are as follows:
- If an employee works 8 hours beyond the average 40 hour work week, the employer is required to pay one and a half times the employee’s regular pay.
- If an employee works more than 12 hours beyond the set 40 hour work week, the employee is entitled double their set pay by their employer.
- Even if the employer has not preapproved the overtime and the employee works beyond the 40 hour work week, the business or employer is still required to pay said employee overtime pay for hours worked.
Join a Free Unpaid Overtime 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. Learn more and obtain a free evaluation of your case to see if you’re eligible for back pay and other compensation at the Unpaid Overtime Lawsuit: Wage & Hour, Overtime Pay Class Action Lawsuit Investigation.
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3 thoughts onNordstrom Pays $7.65M in Unpaid Overtime Class Action Lawsuit
I worked for Apple bees in san diego California and they wouldn’t payed over time. They will have us clock out and finish our duties if not we were threat with less hours in our schedule. I got laid off unfairly and I was constantly verbally sexually harassed in front of others employees by one of the managers, culturally since most of the crew were Mexican they were okey with calling me names and making me feel uncomfortable. Apple bees notice this behavior but never did any justice into my favor.
California State Labor Laws Concerning Overtime Pay
Some basic, core laws concerning overtime pay for California are as follows:
•If an employee works 8 hours beyond the average 40 hour work week, the employer is required to pay one and a half times the employee’s regular pay.
•If an employee works more than 12 hours beyond the set 40 hour work week, the employee is entitled double their set pay by their employer.
not sure I’m reading this right – doesn’t the employee collect time and a half immediately after 40 hours in a week? like at 40.1 hours vs “8 hours beyong the avg 40 hr work week”? and isn’t the 12 hour rule that you get double time after 12 hours in a day, not 12 hours beyond 40 for the week?
Is it too late to get in on this??