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Bed Bath & Beyond Overtime Lawsuits: Wage & Hour Laws

Bed Bath & Beyond Overtime Lawsuits: Wage & Hour Laws

Commonly asked overtime pay law questions about Bed Bath & Beyond:

What is Bed Bath & Beyond?

Bed Bath & Beyond is an American chain of merchandise retail stores with operations in the United States, Canada and Mexico. Today, Bed Bath & Beyond operates over 1,000 stores.

The company was founded in 1971 in Northern New Jersey. It is now headquartered in Union, New Jersey.

Who Does Bed Bath & Beyond Employ?

Bed Bath & Beyond employs 65,000 people. Our experienced overtime pay lawyers handle cases for all Bed Bath & Beyond employees, including the following:

  • Customer service representatives
  • Fulfillment warehouse workers
  • Department Managers
  • Shelf Stockers
  • Administrative support workers
  • Operations management
  • Salespeople
  • Human resource workers

Where is Bed Bath & Beyond Located?

Bed Bath & Beyond is headquartered in Union, New Jersey. The store has expanded to have locations throughout the United States. Some of the U.S. locations include:

Bed Bath & Beyond Overtime Pay Lawsuit News

bed-bath-beyond-managers-file-unpaid-overtime-class-action-lawsuit-over-federal-wage-law-violationsBed, Bath & Beyond Managers File Unpaid Overtime Class Action Lawsuit Over Federal Wage Law Violations

NEW YORK – A group of former managers for Bed, Bath & Beyond recently filed a class action unpaid overtime lawsuit against the domestic merchandise retail chain claiming the plaintiffs were duped out of overtime wages because the defendant misclassified their work habits.

Read All Bed Bath & Beyond News on Overtime Pay Cases and Settlements

What are the Laws for Bed Bath & Beyond Employee Overtime Pay?

Under the Fair Labor Standard Act (FLSA), many Bed Bath & Beyond 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 a Bed Bath & Beyond Employee Entitled to Overtime Pay?

Bed Bath & Beyond employees are often required to work long shifts, as well as additional time before and after their scheduled shift. As a result, many Bed Bath & Beyond 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 a Bed Bath & Beyond 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, store managers could be classified by Bed Bath & Beyond as exempt because of the “manager” title, when their job duties actually reflect a non-exempt position.

Bed Bath & Beyond 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 Bed Bath & Beyond.

Does Bed Bath & Beyond Have to Pay Overtime Wages to its Employees?

In many cases Bed Bath & Beyond 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 Bed Bath & Beyond 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 Bed Bath & Beyond 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 Bed Bath & Beyond Been Involved in Overtime Pay Lawsuits?

Over the past several years, current or former employees have brought a number of lawsuits against retail companies like Bed Bath & Beyond in an effort to reclaim lost overtime wages. If you believe Bed Bath & Beyond 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 group of former managers for Bed Bath & Beyond recently filed a class action unpaid overtime lawsuit against the domestic merchandise retail chain. According to the suit, Bed, Bath & Beyond violated the FLSA by improperly paying its department managers on fluctuating workweek pay schedule instead of a traditional hourly rate. The suit also claims the plaintiffs working as assistant managers were improperly classified as overtime exempt managers when they did not perform the duties consistent with the guidelines of the FLSA.
  • An unpaid wage lawsuit against Apple’s retail stores accused the technology giant of systematically denying due wages and providing meal breaks. he plaintiffs’ lawsuit claims Apple’s retail stores violated numerous California wage and labor laws, particularly those that apply to breaks and providing employees with accurate wage statements about hours worked and pay earned. The lawsuit seeks to recover back wages with interest and penalties under California wage laws.
  • Nike retail workers vying to recover lost wages scored a big victory in their unpaid overtime lawsuit. The plaintiff’s suit claimed workers across Nike’s retail stores were forced to wait several minutes off the clock, after their shifts for bag checks from their supervisors. The retail workers argued the extra time spent on the job, no matter how little, should be compensated and paid as overtime when applicable.

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