A California Safeway grocery store assistant manager, Linda Heyen, got a huge victory in her employment case for unpaid overtime, even though she was a salary employee. Heyen was awarded $26,184.60 plus interest, in the Heyen v. Safeway Inc. case. Civil attorneys successfully argued that Heyen was misclassified as exempt and therefore was entitled to all back pay of overtime hours worked.
Heyen, the assistant manager, had been classified by her employer as exempt and received a set salary no matter how many overtime hours she worked. Civil lawyers specializing in wage, hour, and labor cases cheer this ruling because since Heyen worked more than 50% of the time on non-exempt work, she should have been classified as a non-exempt employee and be awarded compensation for all unpaid overtime hours.
Civil lawyers in California advise employers and employees alike to review the time spent on doing exempt and non-exempt work as in court it will be treated as either or. This recent ruling will most affect employment cases involving overtime, wage, and hour labor issues and civil lawyers in California.
California employment and labor laws differ from congruent federal laws say civil attorneys from LibertyBell Law Group. To avoid costly litigation, it is vitally important for employers and businesses to know how the courts interpret the differences in labor laws in California as compared to federal legislation by seeking counsel from the best civil lawyers.
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