Commonly asked overtime pay law questions about American Airlines:
- What Does American Airlines Do?
- Who Does American Airlines Employ?
- Where is American Airlines Located?
- American Airlines Overtime Pay Lawsuit News
- What are the Laws for American Airlines Employee Overtime Pay?
- Is an American Airlines Employee Entitled to Overtime Pay?
- Does American Airlines Have to Pay Overtime Wages to its Employees?
- Has American Airlines Been Involved in Overtime Pay Lawsuits?
- American Airlines Overtime Pay Lawyer Review
What Does American Airlines Do?
American Airlines is a major United States airline with scheduled flights throughout North America, The Caribbean, South America, Europe, and Asia. Founded in 1930, the airline now has a fleet of over 630 jets.
Who Does American Airlines Employ?
American Airlines employs over 113,000 people worldwide. Our experienced overtime pay lawyers handle cases for all American Airlines employees, including the following:
- Customer service representatives
- Fulfillment warehouse workers
- Administrative support workers
- Operations management
- Delivery drivers
- Human resource workers
Where is American Airlines Located?
American Airline’s corporate headquarters is located in Fort Worth, Texas. The airline has hubs at five major U.S. airports, including:
- Dallas/Fort Worth International Airport
- John F. Kennedy International Airport
- Los Angeles International Airport
- Miami International Airport
- Chicago O’Hare International Airport
American Airlines Overtime Pay Lawsuit News
What are the Laws for American Airlines Employee Overtime Pay?
Under the Fair Labor Standard Act (FLSA), many American Airlines 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 American Airlines Employee Entitled to Overtime Pay?
American Airlines employees are often required to work double shifts, as well as additional time before and after their scheduled shift. As a result, many American Airlines 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 American Airlines 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 American Airlines 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.
American Airlines 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 American Airlines.
Does American Airlines Have to Pay Overtime Wages to its Employees?
In many cases American Airlines 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 American Airlines 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 American Airlines 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 American Airlines 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 American Airlines in an effort to reclaim lost overtime wages. If you believe American Airlines 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.