Commonly asked overtime pay law questions about Air Canada:
- What is Air Canada?
- Who Does Air Canada Employ?
- Where is Air Canada Located?
- Air Canada Overtime Pay Lawsuit News
- What are the Laws for Air Canada Employee Overtime Pay?
- Is an Air Canada Employee Entitled to Overtime Pay?
- Does Air Canada Have to Pay Overtime Wages to its Employees?
- Has Air Canada Been Involved in Overtime Pay Lawsuits?
- Air Canada Overtime Pay Lawyer Review
What is Air Canada?
Air Canada is a Canadian airline that was founded in 1936. It is the flag carrier and largest airline of Canada.
The airline employs 30,000 people and averages more than 1,530 flights per day. Air Canada has a fleet size of 196 jets and is headquartered in Montreal, Quebec.
Who Does Air Canada Employ?
Air Canada employs about 30,000 people worldwide. Our experienced overtime pay lawyers handle cases for all Air Canada employees, including the following:
- Aircraft mechanics
- Service technicians
- Flight engineers
- Cargo and freight agents
- Reservation ticket agents
- Travel clerks
- Flight attendants
- Administrative support
- Operations agents
- Sales managers
- Flight dispatchers
- Ground attendants
- Aviation meteorologists
- Ramp planners
- Crew schedule coordinators
- Station agents
Where is Air Canada Located?
Air Canada’s corporate headquarters is located in Montreal, Quebec. The airline provides service to 64 airports in Canada, 57 in the United States, and 91 in other parts of the world.
The airline’s four hubs include:
Air Canada Overtime Pay Lawsuit News
What are the Laws for Air Canada Employee Overtime Pay?
Under the Fair Labor Standard Act (FLSA), many Air Canada employees are considered non-exempt and therefore entitled to overtime pay.
If an employee is non-exempt under the FLSA, the law requires that they are paid overtime wages of one and one-half times their regular rate of pay for every hour past 40 in one week.
The FLSA has several exemptions, however, that would preclude employees from receiving overtime pay. For example, employees with “adminstrative” or “professional” roles may fall under these exemptions.
It is important to note that exemption is not determined solely based on job title. Rather, job description, job duties, rate of pay, and hours worked are used to determine if an employee should receive overtime pay.
On top of the FLSA, some states have their own overtime pay laws. These laws may complement or contradict the FLSA, so it is important to consult an experienced attorney who is familiar with all the applicable overtime pay laws.
Is an Air Canada Employee Entitled to Overtime Pay?
Air Canada employees are often required to work double shifts, as well as additional time before and after their scheduled shift. As a result, many Air Canada employees end up working more than 40 hours per week, and are therefore entitled to overtime pay.
Employees who are exempt under the FLSA are not entitled to overtime pay. Whether or not an Air Canada employee falls under the “administrative” or “professional” exemptions is determine based on job description, job duties, rate of pay, and number of hours worked.
For example, some upper management or Air Canada corporate employees may not be entitled to overtime pay, as they could fall under the FLSA’s exemptions.
However, employers often deny or unlawfully refuse to pay overtime by misclassifying the positions of the workers, claiming that they are exempt when, in reality, they are not.
Air Canada may also require their employees to report to work early but not “punch the clock” until later or strike hours off of time cards, or they may refuse to pay employees for work done before the shift starts and after they punch out for the day. These are violations of the Fair Labor Standards Act (FLSA) and can give rise to an overtime pay lawsuit.
An experienced overtime pay attorney will be able to analyze your case in the context of the FLSA and your state’s laws to determine if you are due overtime wages from Air Canada.
Does Air Canada Have to Pay Overtime Wages to its Employees?
In many cases Air Canada is required to pay overtime wages to employees that work more than 40 hours in one week. This excludes employees who are considered exempt under the FLSA.
Exemption is not cut and dry; the FLSA is a complicated law and state laws can complicate the picture even further.
If you believe that Air Canada owes you overtime pay, it is best to consult an attorney who has experience with the FLSA and state overtime wage laws.
To determine whether you are eligible for filing a wage claim, contact our experienced Air Canada Overtime Pay Lawyers at (855) 754-2795 for a Free Consultation to discuss your case or complete the Free Unpaid Overtime Case Review Form on this page. We will discuss your situation and determine if you have a claim. If you are owed unpaid wages, we will represent you under our No Fee Promise, which means there are never any legal fees or costs unless you receive a settlement.
Has Air Canada Been Involved in Overtime Pay Lawsuits?
Over the past several years, current or former airline employees have brought a number of lawsuits against companies like Air Canada in an effort to reclaim lost overtime wages. If you believe Air Canada is denying you overtime wages, you could have a case similar to that of a previous lawsuit. Here are a few examples of such lawsuits:
- A former Ready Reserve cargo customer agent filed a lawsuit against Delta Airlines, claiming employees working less than 6 hours were denied meal breaks and rest breaks. He also claimed Delta required “off-the-clock” work and issued inaccurate wage statements, which are violations of California law. The lawsuit also claims Delta denied overtime pay when employees worked more than 8 hours in a shift. The claim notes that this happened often because employees were allowed to swap shifts to cover for other employees.
- Current and former employees of Southwest Airlines filed a lawsuit against the company, claiming that the airline failed to pay terminated employees on time and did not provide accurate wage statements in violation of California state labor laws. The lawsuit was settled for $1 million.