Commonly asked overtime pay law questions about Candlewood Suites:
- What is Candlewood Suites?
- Who Does Candlewood Suites Employ?
- Where is Candlewood Suites Located?
- Candlewood Suites Overtime Pay Lawsuit News
- What are the Laws for Candlewood Suites Employee Overtime Pay?
- Are Candlewood Suites Employees Entitled to Overtime Pay?
- Does Candlewood Suites Have to Pay Overtime Wages to its Employees?
- Has Candlewood Suites Been Involved in Overtime Pay Lawsuits?
- Candlewood Suites Overtime Pay Lawyer Review
What is Candlewood Suites?
Candlewood Suites is a chain of hotels owned by parent company IHG Hotels. IHG owns 12 popular hotel chains including Holiday Inn. Globally, IHG provides more than 744,00 guest rooms that serve over 150 million guests per year.
Who Does Candlewood Suites Employ?
Candlewood Suites locations employ thousands of people in 46 states. Our experienced overtime pay lawyers handle cases for all Candlewood Suites employees, including the following:
Where is Candlewood Suites Located?
Candlewood suites can be found in 46 states, below you’ll find some overtime pay laws for those cities they occupy.
- Atlanta, Georgia
- Austin, Texas
- Baltimore, Maryland
- Boston, Massachusetts
- Charleston, South Carolina
- Charlotte, North Carolina
- Chicago, Illinois
- Columbus, Ohio
- Dallas, Texas
- Detroit, Michigan
- Indianapolis, Indiana
- Las Vegas, Nevada
- Minneapolis, Minnesota
- Nashville, Tennessee
- New York, New York
- Palo Alto, California
- Phoenix, Arizona
- Pittsburgh, Pennsylvania
- San Francisco, California
- Tampa, Florida
Candlewood Suites Overtime Pay Lawsuit News
Related Candlewood Suites Overtime Pay Lawsuit News
What are the Laws for Candlewood Suites Employee Overtime Pay?
Under the Fair Labor Standard Act (FLSA), many Candlewood Suites 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 “administrative” 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.
Are Candlewood Suites Employees Entitled to Overtime Pay?
Some Candlewood Suites employees are required to work double shifts, as well as additional time before and after their scheduled shift. As a result, many Candlewood Suites 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 Candlewood Suites employee falls under the “administrative” or “professional” exemptions is determined based on job description, job duties, rate of pay, and the 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, Candlewood Suites location or shift managers may be classified as exempt by the company based on their “manager” title, when, in reality, their job duties reflect a non-exempt position.
Under the FLSA, workers classified as “managers” can be overtime exempt, but must perform certain duties vital to the businesses operations including hiring and firing subordinates, creating work schedules and setting employee pay. Companies often give titles like “manager” or “supervisor” to workers who do not perform necessary duties, as a means to avoid paying overtime and keep payroll down.
Candlewood Suites 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 Candlewood Suites.
Does Candlewood Suites Have to Pay Overtime Wages to its Employees?
In many cases, Candlewood Suites 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 Candlewood Suites 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 Candlewood Suites 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 Candlewood Suites Been Involved in Overtime Pay Lawsuits?
Over the past several years, current or former employees have brought a number of lawsuits against companies like Candlewood Suites in an effort to reclaim lost overtime wages. If you believe Candlewood Suites 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:
- Omni Hotels Management Corporation, a chain of luxury hotels in many states, has come under much scrutiny after facing a lawsuit citing the chain was not paying employees proper overtime wages required by the Fair Labor Standards Act (FLSA). Housekeepers within the organization claim they were not paid proper overtime wages after working past 40 hours in a work week.
- A California woman recently filed an unpaid overtime lawsuit against her employer, Interstate-RIM Management Company LLC, alleging her company failed to properly calculate her overtime wages and comply with California wage laws in the process.