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Date: 04-26-2023
Case Style:
Case Number: 3:23-cv-00045
Judge: Eli J. Richardson
Court: United States District Court for the Middle District of Tennessee (Davidson County)
Plaintiff's Attorney:
Defendant's Attorney: No appearance
Description: Nashville, Tennessee employment law lawyers represented Plaintiff who sued Defendant on a Fair Labor Standards Act violation theory.
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments. Covered nonexempt workers are entitled to a minimum wage of not less than $7.25 per hour effective July 24, 2009. Overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek.
FLSA Minimum Wage: The federal minimum wage is $7.25 per hour effective July 24, 2009. Many states also have minimum wage laws. In cases where an employee is subject to both state and federal minimum wage laws, the employee is entitled to the higher minimum wage.
FLSA Overtime: Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours – seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay. There is no limit on the number of hours employees 16 years or older may work in any workweek. The FLSA does not require overtime pay for work on weekends, holidays, or regular days of rest, unless overtime is worked on such days.
Hours Worked: Hours worked ordinarily include all the time during which an employee is required to be on the employer’s premises, on duty, or at a prescribed workplace.
Recordkeeping: Employers must display an official poster outlining the requirements of the FLSA. Employers must also keep employee time and pay records.
Child Labor: These provisions are designed to protect the educational opportunities of minors and prohibit their employment in jobs and under conditions detrimental to their health or well-being.
Outcome: 04/26/2023 9 ORDER DISMISSING CASE: Accordingly, the Court acknowledges that this action has been DISMISSED without prejudice, and the Clerk is directed to close the file. This Order shall constitute final judgment for purposes of Fed. R. Civ. P. 58. Signed by District Judge Eli J. Richardson on 04/26/23. (DOCKET TEXT SUMMARY ONLY-ATTORNEYS MUST OPEN THE PDF AND READ THE ORDER.)(ad) (Entered: 04/26/2023)
04/26/2023 10 ENTRY OF JUDGMENT re: 9 Order Dismissing Case. (ad) (Entered: 04/26/2023)
Plaintiff's Experts:
Defendant's Experts:
Comments: