Utility dispatchers, controllers may be entitled to overtime pay under FLSA

Utility dispatchers, controllers may be entitled to overtime pay under FLSA

A New Hampshire utility’s dispatchers and controllers may be entitled to time beyond regulation pay less than the Truthful Labor Expectations Act, a federal appeals court dominated Wednesday, in overturning a lessen courtroom ruling, in a situation submitted by the U.S. Office of Labor.

Exeter, New Hampshire-primarily based Unitil Support Corp., a subsidiary of public utility Unitil Corp., a public utility, was sued by the DOL in U.S. District Courtroom in Harmony, New Hampshire, for allegedly violating the FLSA’s need that its dispatchers and controllers had been entitled to overtime pay, mainly because they should not be thought of exempt administrative staff members, according to the ruling by the 1st U.S. Circuit Court of Appeals in Boston in Martin J. Walsh, Secretary of Labor, United States Department of Labor v. Unitil Provider Corp.

The district court docket ruled in Unitil’s favor, and was overturned by a three-choose appeals courtroom panel. The panel agreed with the DOL that the reduced court experienced not appropriately evaluated the workers’ job responsibilities in pinpointing they are exempt from getting compensated overtime, basing its ruling on their position responsibilities.

“As the DOL factors out,” neither the dispatchers’ nor the controllers’ job description signifies they “do nearly anything further than partaking in their operational obligations,” the ruling explained.  They “do not design or program the programs, nor do they examine how the perform or how they can be improved,” it reported.

“At this phase, real troubles of content point continue being unresolved,” it said, in vacating the decreased court’s summary judgment and remanding the case for more proceedings.

Washington, D.C.-primarily based regional solicitor of labor for the DOL Maia Fisher stated in a assertion, “The 1st Circuit’s selection helpfully clarifies the regulation governing when personnel are administratively exempt from the Honest Labor Requirements Act’s least wage and time beyond regulation protections. The court’s clarification of the law in this arena aligns with how the Division of Labor has litigated administrative exemption cases inside the jurisdiction of the First Circuit. Businesses need to know that the Department of Labor normally takes extremely significantly regardless of whether staff are misclassified as exempt below the FLSA and, as demonstrated by this situation, will aggressively litigate to assure that workers receive the wages that they are owed.”

Unitil’s attorney did not reply to a ask for for remark.

The DOL reported past thirty day period that an Illinois property wellness care organization ought to pay back 69 workers a mixed $1.1 million in back again fork out and damages immediately after a court observed the organization improperly compensated the staff members for hours worked.