American International Group Overtime Pay Wage & Hour Laws
American International Group Overtime Lawsuits: Wage & Hour Laws

American International Group Overtime Lawsuits: Wage & Hour Laws

Commonly asked overtime pay law questions about American International Group:

What is American International Group?

American International Group or AIG is one of the largest multinational insurers. It reaches 130 countries, with over 88 million customers and 65,000 employees globally.

It is also known to serve more than 95% of the fortune 500 companies.

Who Does AIG Employ?

AIG employs about 65,000 people worldwide. Our experienced overtime pay lawyers handle cases for all AIG employees, including the following:

  • Investigators
  • Claim Adjusters
  • Property Damage Inspectors
  • Vehicle Damage Inspectors
  • Managers
  • Assistant Managers
  • Claims Representatives
  • Field Representatives
  • Call Center Employees
  • Customer Care Specialists
  • Inbound Sales
  • Actuaries

Where is AIG Located?

AIG’s global corporate headquarters is located in New York. The company reaches 130 countries with offices throughout the United States and across the world. Some of the U.S. locations include:

AIG Overtime Pay Lawsuit News

Related AIG Overtime Pay Lawsuit News

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What are the Laws for AIG Employee Overtime Pay?

Under the Fair Labor Standard Act (FLSA), many AIG 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 AIG Employee Entitled to Overtime Pay?

American International Group employees often work long hours every week handling claims and assisting customers for the insurance company.  This is especially true when natural disasters occur or other events that give rise to a large number of claims at the same time.  As a result, many AIG 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 AIG employee falls under the “administrative” or “professional” exemptions is determine based on job description, job duties, rate of pay, and number of hours worked.

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. For example, insurance investigators are generally not entitled to overtime pay. However, if an insurance investigator’s work does not reflect discretion or decision-making duties, they may not fall under the FLSA exemption, despite their job title.

AIG 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 AIG.

Does AIG Have to Pay Overtime Wages to its Employees?

In many cases AIG 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 AIG 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 AIG 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 AIG Been Involved in Overtime Pay Lawsuits?

Over the past several years, current or former employees have brought a number of lawsuits against insurance companies like AIG in an effort to reclaim lost overtime wages. If you believe AIG is denying you overtime wage, you could have a case similar to that of a previous lawsuit. Here are a few examples of such lawsuits:

  • A group of former insurance sales agents for Ohio-based SafeAuto recently filed a federal unpaid overtime lawsuit against their employer claiming the company owes them for years of back wages. Workers from offices in Ohio and Kentucky claim they routinely worked over 40-hours per week without being compensated one and a half times their regular hourly rate of pay for overtime hours.
  • A call center employee in St. Louis, Missouri, filed a proposed class action wage and overtime pay lawsuit in North Carolina federal court, claiming National General Insurance Co., formerly GMAC Insurance, improperly calculated the number of hours their employees worked. The employee claims the auto insurance underwriting company failed to pay its employees for time spent booting up their computer and their program, preparing for their shift, shutting down their computers, and reading company communications.

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