Commonly asked overtime pay law questions about Carrabba’s Italian Grill:
- What is Carrabba’s Italian Grill?
- Who Does Carrabba’s Italian Grill Employ?
- Where is Carrabba’s Italian Grill Located?
- Carrabba’s Italian Grill Overtime Pay Lawsuit News
- What are the Laws for Carrabba’s Italian Grill Employee Overtime Pay?
- Are Carrabba’s Italian Grill Employees Entitled to Overtime Pay?
- Does Carrabba’s Italian Grill Have to Pay Overtime Wages to its Employees?
- Has Carrabba’s Italian Grill Been Involved in Overtime Pay Lawsuits?
- Carrabba’s Italian Grill Overtime Pay Lawyer Review
What is Carrabba’s Italian Grill?
Carrabba’s Italian Grill is an American restuaruant chain featuring an Italian-American menu. It is owned and operated by Bloomin’ Brands and is headquared in Tampa, Flordia.
Who Does Carrabba’s Italian Grill Employ?
Carrabba’s Italian Grill locations employ hundreds of people. Our experienced overtime pay lawyers handle cases for all Carrabba’s Italian Grill employees, including the following:
- Food prep workers
- Waiters & waitresses
- Bus boys
- Hosts & hostesses
- Assistant managers
- Various administrative positions
Where is Carrabba’s Italian Grill Located?
Carrabba’s Italian Grill’s corporate headquarters is located in Tampa, FL. The company has locations in many states.
Some overtime pay laws for these cities can be found below:
- Atlanta, Georgia
- Austin, Texas
- Chicago, Illinois
- Columbus, Ohio
- Dallas, Texas
- Detroit, Michigan
- Indianapolis, Indiana
- Las Vegas, Nevada
- Nashville, Tennessee
- New York, New York
- Phoenix, Arizona
- Pittsburgh, Pennsylvania
- Tampa, Florida
Carrabba’s Italian Grill Overtime Pay Lawsuit News
Related Carrabba’s Italian Grill Overtime Pay Lawsuit News
What are the Laws for Carrabba’s Italian Grill Employee Overtime Pay?
Under the Fair Labor Standard Act (FLSA), many Carrabba’s Italian Grill 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 Carrabba’s Italian Grill Employees Entitled to Overtime Pay?
Some Carrabba’s Italian Grill employees are required to work double shifts, as well as additional time before and after their scheduled shift. As a result, many Carrabba’s Italian Grill 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 Carrabba’s Italian Grill 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, Carrabba’s Italian Grill 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.
Carrabba’s Italian Grill 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 Carrabba’s Italian Grill.
Does Carrabba’s Italian Grill Have to Pay Overtime Wages to its Employees?
In many cases, Carrabba’s Italian Grill 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 Carrabba’s Italian Grill 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 Carrabba’s Italian Grill 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 Carrabba’s Italian Grill Been Involved in Overtime Pay Lawsuits?
Over the past several years, current or former employees have brought a number of lawsuits against companies like Carrabba’s Italian Grill in an effort to reclaim lost overtime wages. If you believe Carrabba’s Italian Grill 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:
- An Akron, Ohio restaurant recently agreed to settlement terms with the Department of Labor to resolve claims that the company engaged in systematic wage theft against almost two-dozen workers over the course of several years. Under the resolution, defendant Azteca Restaurante Mexicano Inc. and its named owner will pay a total of $118,000 in back wages with interest and liquidated damages to 21 current and former employees as well as implement a computerized payroll system to prevent future instances of wage theft from occurring.
- A group of former food-preppers for a Cincinnati-area dumpling restaurant recently filed a unpaid overtime lawsuit against their old boss alleging the defendant failed to pay them all their wages, including overtime and other income.