Businesses of all types and sizes throughout the United States, Mexico and beyond bring their disputes to Gardere's litigation team and receive practical, responsive, boutique-style attention in return. Our clients have access to the firepower and value of a well-known and highly-regarded Firm's capabilities and interdisciplinary strengths.
Gardere has a national and international energy practice formed around our Energy Industry Team, which is a multidisciplinary group of approximately 60 attorneys with diverse backgrounds, experience and skills specific to the energy industry. Our team includes attorneys who have served as in-house counsel for major energy companies, providing a depth of insight into our clients' needs, issues and concerns. We understand and regularly practice in virtually every sector of the energy, and we represent a wide variety of industry participants from multinational corporations to individuals.
From our offices in the United States and Mexico, our International Practice helps clients operate in today’s global economy. We have more than 30 professionals operating as a boutique within an Am Law 200 law firm and are able to provide focused service with the resources of a large firm. We understand that clients who are engaged in the global marketplace need lawyers who can operate seamlessly across multiple jurisdictions. Our international experts are multi-lingual, are culturally fluent and intimately familiar with various legal systems across the world, especially those in Latin America. Whether you need help with commercial transactions, regulatory matters, customs and import regulations, immigration matters, M&A and joint ventures, international disputes, or international tax planning, Gardere’s international team is here to assist you.
We represent domestic and foreign private funds in all aspects of fund formation, fund operations, platform and add-on acquisitions, and portfolio company operations. Our team has a reputation for being the go-to-lawyers for private equity funds, hedge funds, venture capital funds and family offices. We are known for our vast deal experience, the efficient way we staff and manage our work, and the way we maintain our relationships. We get deals done with sophisticated, strategic, and practical advice tailored to the needs of our clients.
*Not admitted to practice law.
The Fair Labor Standards Act is an old law creating new headaches for employers. The FLSA requires the payment of a minimum hourly wage as well as overtime pay to non-exempt employees who work in excess of 40 hours during a work week. Seeking to recover significant money by representing large groups of employees, plaintiff attorneys have targeted every industry, including construction, with FLSA lawsuits. The number of private FLSA lawsuits has increased for several years, and this trend is expected to continue.
FLSA lawsuits against home builders have focused on managers and sales personnel. The plaintiffs have alleged that they were misclassified as "exempt" and deprived of overtime compensation. The lawsuits seek to recover unpaid overtime wages, liquidated damages in an amount equal to the overtime wages, and attorney's fees. And the plaintiffs want permission from the court to notify everyone with similar claims of the opportunity to join the lawsuits.
In addition to lawsuits filed by plaintiff attorneys, employers must be concerned with government enforcement. The U.S. Department of Labor's Wage and Hour Division investigates and prosecutes FLSA violations. The Department of Labor has announced its intention to increase enforcement and recently hired 250 new field investigators.
Under the FLSA, all hours worked must be paid. The FLSA, however, does not define "work." Under some circumstances, waiting time, on-call time, rest periods, meal periods, and travel time can constitute "work." In the past several years, many employers have been hit with multi-million dollar verdicts for allowing employees to work off the clock.
The FLSA exempts certain categories of employees from its minimum wage and overtime requirements. The "white-collar" exemptions include employees employed in an executive, administrative, professional or outside sales capacity. The employer has the burden to prove that an exemption applies, and job titles and form of payment are not determinative. Therefore, paying a salary or paying on a commission basis does not mean that overtime is not owed. For an exemption to apply, an employee's specific job duties and compensation must meet the requirements of the Department of Labor's regulation.
To avoid potential liability, employers must assess their current pay practices. Employers should identify employees who are paid a salary or paid by commission and determine whether they satisfy all the requirements for an exemption. And employers should evaluate whether employees paid by the hour are receiving pay for all of their work. Finally, the overtime rate must include all compensation except discretionary bonuses, so employers should analyze the overtime rate to confirm that it includes all commissions and bonuses.
Please contact any member of our Construction or Labor and Employment Practice Groups if you have particular questions about your policies and procedures in this regard. We value your time and appreciate your input.
The publications contained in this site do not constitute legal advice. Legal advice can only be given with knowledge of the client's specific facts. By putting these publications on our website we do not intend to create a lawyer-client relationship with the user. Materials may not reflect the most current legal developments, verdicts or settlements. This information should in no way be taken as an indication of future results.
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