Your Overtime Rights. Fight Back.

Working for a nonprofit does not end your right to overtime. Learn when nonprofits are covered and when salaried case managers are owed time-and-a-half.

The FLSA executive exemption, 29 C.F.R. § 541.100: management as primary duty, directing two full-time employees, and real hiring/firing input.

Executive, administrative, professional, computer, outside sales and HCE overtime exemptions explained from the worker's side: salary and duties tests.

Paid a day rate on a Texas rig? A daily rate is not a salary, so the white-collar exemption usually fails. What the FLSA owes you, and how it adds up.

Salaried Texas case managers and utilization review nurses are often owed overtime. A job title is not an exemption; the work you actually do decides.

Two overtime cases for salaried Optima Health and Sentara care coordinators and care managers. Who was covered, what the court did, where each stands.

Day rate, per-foot, salary-plus-bonus or 1099: oilfield pay plans that skip overtime. We've won certification in Texas, New Mexico and North Dakota courts.

Disability and leave claims examiners are often salaried and called exempt. Applying a claims manual usually isn't exempt judgment. Cases we've brought.

UnitedHealthcare, Blue Cross Blue Shield of New Mexico and Presbyterian: the care coordinator overtime cases, what courts ruled, and how each ended.

Employers we've taken to court over unpaid overtime: job, court, year, status and a link to each case record. Not listed? You may still have a claim.

Remote prior-auth nurses on salary with daily quotas often work 45+ hours. When the job is matching requests to criteria, the exemption may fail.

Back overtime for a misclassified salaried worker: the formula, time-and-a-half vs. half-time, liquidated damages, and a worked example.

An arbitration agreement usually changes where you bring an overtime claim, not whether you have one. Epic Systems, notice rules, and who pays.

The Supreme Court held in Helix v. Hewitt that a day rate isn’t a salary, even at $200,000+. How day-rate overtime is calculated, with examples.

Many salaried social workers are labeled exempt but are still owed overtime. Learn the salary and duties tests and when an MSW or LCSW job is exempt.

Salaried IDD, waiver and Medicaid service coordinators are often labeled exempt but owed overtime. Learn the tests and why the home care rule is different.

FLSA cases are usually taken on contingency, and the law makes a losing employer pay the workers’ attorney’s fees. What that means for you.

A court-approved notice means you can join an overtime case by filing a consent form. What joining means, the opt-in period, and retaliation rules.

Nonprofit status doesn’t exempt an employer from overtime. Hospitals, residential care, and many service agencies are covered. What it means for you.

The overtime deduction only covers FLSA-required overtime. Exempt salaried workers get nothing. If you’re misclassified, you’re losing both.

When nurses, social workers and case managers are exempt as learned professionals under 29 C.F.R. § 541.301, and why a degree in any field is not enough.

The 2026 federal exempt salary floor is $684/week; HCE is $107,432. The 2024 increases were vacated. State thresholds (CA, NY, WA, CO) are higher.

Salaried foster care and child welfare caseworkers at private and nonprofit agencies are often owed overtime. See the tests and the public-agency rules.

Behavioral health case managers are often salaried and called exempt. Unless the job requires a clinical license, many aren’t.

RNs can be exempt only with a true salary and nursing-level work. LPNs generally aren’t. Hourly RNs aren’t. Desk-job nurse rules explained.

Ten yes/no questions to see whether your salaried job really is exempt from overtime: salary, duties, title, and who makes the decisions.

Conditional certification lets a court send notice so coworkers can join an overtime case. How it works, what it takes, and what it means for you.

Federal law reaches back 2 years, or 3 for willful violations. Some states go further. How the lookback period is measured and when it starts.

Firing, demoting, or cutting your hours for asking about overtime is illegal under the FLSA. Spoken complaints count. What you can recover, and what to do.

Often, yes. UR nurses who apply InterQual or MCG and escalate denials to a physician usually aren't exempt, RN license or not. Here's how to tell.

An FLSA collective action requires workers to opt in; a state-law class action covers everyone unless they opt out. Why we often file both together.

Salary doesn't decide overtime. Salaried non-exempt workers get time-and-a-half. Exempt status takes $684 a week AND exempt duties. Check yours.

Logging in early, answering email at night, finishing notes at home: if your employer knows you're working, it owes you for that time. What counts.

The administrative exemption requires office work tied to running the business AND real discretion on matters of significance. How case work fails it.

Health plans and managed-care companies often call case managers, care coordinators, and UR nurses exempt. Why that fails, and the cases we've brought.

Care coordinators at health plans and agencies are often paid a salary and called exempt. Most coordinate services, which doesn't pass the duties test.

Often not. Salaried case managers who follow assessments, workflows and care-plan templates usually fail the exemption duties test. Here's how to tell.