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.

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.

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.

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

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.