• Separate Entities That Share Control over an Individual Worker May Be Deemed Joint Employers for Purposes of the FLSA, Leading To Liability for Either or Both
  • September 12, 2006
  • Law Firm: Dickie, McCamey & Chilcote, P.C. - Pittsburgh Office
  • In addition to mandating a minimum wage, the Fair Labor Standards Act (FLSA) requires employers to pay overtime wages for each hour worked by a covered employee in excess of 40 per week. In determining whether an individual is an "employee" covered by the FLSA, Courts decide whether a company retains control over the type and schedule of work done (worker likely to be viewed as an employee), or whether the worker is in business for himself (likely to be seen as a non-employee independent contractor).