Wyoming Casing Service Inc. must pay nearly $1.2 million to employees for back wages. The U.S. Department of Labor investigated the North Dakota-based oilfield service company and found wage violations at nine of its locations. One location was in Weston, West Virginia.
Pay was based on casing installed
The company paid minimum wage and overtime pay to many employees. However, some employees were paid based on how many feet of casing they installed on oil wells. In these instances, the company did not record the hours worked by the employees.
This time was not included in overtime pay, so workers were underpaid.
Two hundred and seventy-five current and former Wyoming employees are owed back wages. To avoid further problems, the company is providing training to managers and human resources employees.
Non-exempt employees should be paid overtime
The Fair Labor Standards Act (FLSA) protects U.S. employees and governs overtime pay. Under the FLSA, non-exempt employees who work more than 40 hours a week are entitled to overtime pay. Overtime is to be paid at a rate of no less than one and one-half times employees’ regular pay.
Some companies may claim workers are exempt
Employers may claim you are an exempt employee to avoid paying overtime. Exempt employees are usually salaried. Certain positions, like outside sales, are also considered exempt. For salaried employees to be considered exempt, you generally must be paid at least $23,600 a year and perform exempt job duties.
Salaried employees who do not meet these criteria may be entitled to overtime pay.
If you believe you are owed overtime pay as a non-exempt employee or were misclassified as an exempt employee, you may have a valid overtime dispute. You are entitled to compensation for your work.