Commonly asked overtime pay law questions about Embassy Suites:
- What is Embassy Suites?
- Who Does Embassy Suites Employ?
- Where is Embassy Suites Located?
- Embassy Suites Overtime Pay Lawsuit News
- What are the Laws for Embassy Suites Employee Overtime Pay?
- Is an Embassy Suites Employee Entitled to Overtime Pay?
- Does Embassy Suites Have to Pay Overtime Wages to its Employees?
- Has Embassy Suites Been Involved in Overtime Pay Lawsuits?
- Embassy Suites Overtime Pay Lawyer Review
What is Embassy Suites?
Embassy Suites is a chain of upscale hotels that operate under Hilton Worldwide, an American global hospitality company.
Embassy Suites was founded in 1984 by the Promus Hotel Corporation. There are over 200 locations in the United States and 8 international locations.
Who Does Embassy Suites Employ?
As of 2017, Embassy Suites employs more than 4,930 people worldwide. Our experienced overtime pay lawyers handle cases for all Embassy Suites employees, including the following:
- Hotel managers
- Assistant managers
- Shift supervisors
- Valet drivers
- Medical staff
- Maintenance workers
- Sales representatives
- Front office workers
- Bus boys
- Waiters and waitresses
Where is Embassy Suites Located?
Hilton’s, and therefore Embassy Suites’, global corporate headquarters is located in Tysons Corner, Virginia. There are Embassy Suites resorts and hotels throughout the United States and across the world. Some of the U.S. locations include:
- 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
- Nashville, Tennessee
- New York, New York
- Palo Alto, California
- Phoenix, Arizona
- Philadelphia, Pennsylvania
- Los Angeles, California
- San Francisco, California
- Tampa, Florida
- Washington D.C.
Embassy Suites Overtime Pay Lawsuit News
What are the Laws for Embassy Suites Employee Overtime Pay?
Under the Fair Labor Standard Act (FLSA), many Embassy 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 “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.
For example, many hotel managers are still entitled to overtime pay even if they are paid a salary.
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 Embassy Suites Employee Entitled to Overtime Pay?
Embassy Suites employees are often required to work long hours and extend their workday beyond their regular shift. In addition to working extra hours, many hotel employees are “shorted” on their break and rest times by being required to be “on call” and accessible at all times. Some hotels require employees to have hand held radios or cell phones so that they can be contacted when a customer makes a request or if management needs something done.
As a result, many Embassy 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 an Embassy Suites employee falls under the “administrative” or “professional” exemptions is determine based on job description, job duties, rate of pay, and number of hours worked.
Hotels 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, some hotel managers could be classified by the hotel as exempt simply based on their title, while their job duties would actually define them as non-exempt.
Embassy 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. They may refuse to pay employees for work done before shifts, after shift, and during breaks. 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 Embassy Suites.
Does Embassy Suites Have to Pay Overtime Wages to its Employees?
In many cases Embassy Suites is required to pay overtime wages to employees that work more than 40 hours in one week. Under the Fair Labor Standards Act (FLSA), the company must track all hours worked and pay overtime wages for work in excess of 40 hours per week.
In general, “hours worked” includes all time an employee must be on duty, or on the employer’s premises or at any other prescribed place of work, from the beginning of the first principal activity of the work day to the end of the last principal work activity of the workday. This can include time taken away from meal and rest breaks.
Hotels do not have to pay overtime wages to employees who are considered exempt under the FLSA.
However, 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 Embassy 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 Embassy 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 Embassy Suites Been Involved in Overtime Pay Lawsuits?
Over the past several years, current or former hotel employees have brought a number of lawsuits against Hilton hotels and other companies in an effort to reclaim lost overtime wages. If you believe Embassy 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:
- A housekeeper working for Choice Hotels International Inc. in California recently filed a proposed class action against the hotel chain. Her lawsuit alleges California labor law violations related to overtime pay and meal and rest breaks, and inaccurate wage statements. The lawsuit claims the hotel chain denied employees their required paid 15-minute rest periods, as well as 30-minute meal breaks. In addition to not providing the required meal breaks, the company allegedly still deducted the 30 minutes from the employees’ hours.
- A hotel owner in Fargo is facing a $200,000 lawsuit brought by U.S. Department of Labor (DOL) for violations of minimum wage and overtime pay laws under the Fair Labor Standards Act (FLSA), along with the wage laws in Montana and North Dakota. Thirteen hotels, owned by Bharat “Brian” Patel, are affected by this lawsuit. In their lawsuit filed in North Dakota federal court the DOL claims to have found the hotels and their owner to have misclassified its employees as salaried and exempt from overtime pay and minimum wage.
- A group of at least 50 current and former employees filed a class action suit against Loews Hotel Hollywood LLC alleging violations of California labor laws governing overtime and minimum wage. According to the suit, the class members were hourly nonexempt employees who earned and were paid portions of “service charges” that were not factored into their regular rate for calculating overtime compensation.