WASHINGTON — A trio of former employees for Washington, D.C. sports and convention authority DC Events recently filed suit against their former employer alleging they were improperly misclassified as managers and are owed back overtime pay.
The plaintiffs, hired by DC Events in hired in 2008, 2011, and 2014 contend their primary job duties did not rise to the level of executive, administrative, professional or any other exemptions under the Fair Labor Standards Act or employment statutes in Washington, D.C.
According to the federal overtime pay lawsuit filed in U.S. District Court for D.C., the plaintiffs were placed on a seven day a week work schedule and expected to routinely work more than 40 hours a week as part of their job. However, the duties they were expected to perform did not correlate with those listed in their job description and should have subject to overtime pay, according to their claim.
The complaint states the plaintiffs job description included tasks such as reviewing contracts, resolving event-related problems, coordinating efforts of subcontractors, acting as the point of contact, directing tours of the facilities for potential customers, and preparing schedules and meeting room specifications.
The reality of the situation, according to the plaintiffs, is that they spent most of their time performing non-managerial duties such as “drafting correspondence in response to client inquiries, placing and returning phone calls, and securing room space at the Washington Convention Center for EVENTS DC clients.”
FLSA Overtime Exempt Statutes
Under the FLSA, only certain classes of employees are subject to exemptions for overtime wages and the law lists several criteria employees must meet in their duties in order to qualify. For starters, employees must make above a certain amount of money to qualify as overtime exempt (currently $23,600 per year).
Additionally, the employee must typically fall into an executive function, professional job, or an administrative role in the company. Each class has its own set of job duties that relate to the job classification. Employees who do not meet both the salary and duties test usually will not qualify as overtime exempt.
Overtime Pay Lawyers
Call (855) 754-2795 or complete the Free Unpaid Overtime Case Review form on the top right of this page if you feel that you and and other employees believe that your wage rights are being violated under the FLSA.
Our top-rated team of unpaid wage lawyers will evaluate your situation to determine your best course of action to help you seek justice.
Our office will also determine if it is in your best interest to file a lawsuit against your employer. Because strict time limitations apply for filing these types of claims, we advise you contact our experienced unpaid overtime wage attorneys at your earliest convenience and preserve your legal rights.