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7-Eleven Overtime Lawsuits: Wage & Hour Laws

7-Eleven Overtime Lawsuits: Wage & Hour Laws

Commonly asked overtime pay law questions about 7-Eleven:

What is 7-Eleven?

7-Eleven is an international chain of convenience stores. The company primarily operates as a franchise, with more than 50,000 outlets worldwide.

The company was founded in 1927 and today is headquartered in Dallas, Texas.

Who Does 7-Eleven Employ?

7-Eleven employs more than 45,000 people. Our experienced overtime pay lawyers handle cases for all 7-Eleven employees, including the following:

  • Customer service representatives
  • Cashiers
  • Cart pushers
  • Bakery workers
  • Deli workers
  • Supervisors/managers
  • Shelf stockers
  • Janitors
  • Maintenance workers

Where is 7-Eleven Located?

7-Eleven’s global corporate headquarters is located in Dallas, Texas. The company has expanded to have over 50,000 outlets worldwide, with the largest markets being Japan, the United States and Thailand.

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 Vega, Nevada
  • Minneapolis, Minnesota
  • Nashville, Tennessee
  • New York, New York
  • Palo Alto, California
  • Phoenix, Arizona
  • Pittsburgh, Pennsylvania
  • San Francisco, California
  • Tampa, Florida
  • Washington D.C.

7-Eleven Overtime Pay Lawsuit News

Related 7-Eleven Overtime Pay Lawsuit News

Read All 7-Eleven News on Overtime Pay Cases and Settlements

What are the Laws for 7-Eleven Employee Overtime Pay?

Under the Fair Labor Standard Act (FLSA), many 7-Eleven 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 7-Eleven Employee Entitled to Overtime Pay?

7-Eleven employees are often required to work double shifts, as well as additional time before and after their scheduled shift. As a result, many 7-Eleven 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 7-Eleven 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, 7-Eleven store managers 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.

7-Eleven 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 7-Eleven.

Does 7-Eleven Have to Pay Overtime Wages to its Employees?

In many cases 7-Eleven 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 7-Eleven 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 7-Eleven 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 7-Eleven Been Involved in Overtime Pay Lawsuits?

Over the past several years, current or former convenience store employees have brought a number of lawsuits against companies like 7-Eleven in an effort to reclaim lost overtime wages. If you believe 7-Eleven 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 four-Wawa convenience store managers recently filed a class action unpaid overtime lawsuit against their employer, claiming that the company intentionally under-budgeted the payrolls for its convenience stores, forcing managers to engage in various types of manual labor such as stocking shelves, running registers, and making sandwiches. The plaintiffs claim that the defendant’s failure to provide enough non-exempt employees forced the plaintiffs to work as many as 55 hours per week with no overtime.
  • A manager for Pennsylvania-based Joe’s Kwik Mart recently filed an unpaid overtime lawsuit against her employer alleging violations of the Fair Labor Standards Act (FLSA). According to the complaint, the plaintiff routinely worked 50 to 70 hours per week as a manager for the convenience store chain. She claims she was a salary worker classified as a manager and did not receive overtime pay for the time she spent working over 40 hours. However, in reality she performed few managerial duties and alleges she was only classified as a salaried manager to avoid paying her overtime wages.

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