Call Center and Customer Service Representatives: Are You Being Paid for All Time Worked?

Many call center and customer service representatives are not paid correctly. These employees arrive at work before the start of their shift to allow time to boot up their computers, load the necessary programs and software to perform their tasks, and review e-mail correspondence to be ready to take calls. However, many call center and customer service representatives do not start getting paid until they clock in after performing all of these tasks.

Companies often tell these employees not to clock in until they are “call ready.” However, the call center and customer service representatives spend about 5 to 10 minutes each shift working to become “call ready.” They are not paid for this time. These employees often clock out and finish up paperwork while off-the-clock and without being paid. Over the course of a month, this adds up!

The U.S. Department of Labor stated that call center and customer service representatives must be paid for the time spent starting the computer to download work instructions, computer applications, and work-related emails. Some states have even stronger workplace laws protecting these employees.

However, companies still do not comply with the laws and these workers get shorted out of hundreds or thousands of dollars per year.

In addition, many call center and customer service representatives work unpaid time during their training period. Companies often require these workers to study training materials and company policies and procedures at home. Yet, these companies do not pay these workers for this time in violation of the wage laws.

In recent years, our law firm has represented hundreds of Call Center and Customer Service Representatives in unpaid wage cases. We take on the largest companies in America who try to take advantage of our clients.

If you worked in a call center or customer service representative role and want to learn about your rights, please contact The Shavitz Law Group at slg@shavitzlaw.com or at 800-616-4000 for a free consultation. We would be happy to assist you in a free consultation to discuss your employment concerns.

YOU EARNED IT, NOW LETS GO GET IT.

Gregg Shavitz, Shavitz Law Group, 951 Yamato Rd Ste 285, Boca Raton, FL and 800 3rd Ave, Suite 2800, New York, NY. Lawyers licensed in states including FL, NY, NJ, and TX. The choice of a lawyer is an important decision and should not be based on advertisements alone.
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Understanding the New Sick Leave and Child Care Laws to Help Families Impacted by COVID-19

Paid leave and child care amidst pandemic

Understanding the New Sick Leave and Child Care Laws to Help Families Impacted by COVID-19In recent weeks, Congress has passed paid leave laws for certain workers to address the COVID-19 pandemic.  One notable law is the Families First Coronavirus Response Act (FFCRA), which requires businesses with fewer than 500 employees to provide paid short-term sick leave for reasons related to COVID-19. Another law provides money for childcare for families impacted by the virus. Details concerning paid leave measures for employees amidst the COVID-19 pandemic can be found here.

Some key highlights of the new laws are:

  • The sick leave law requires that employers provide up to two weeks of sick leave at full pay (up to $511 per day) if the employee is directly affected by COVID-19.
  • The law also provides partial pay of up to $200 a day to care for affected family members suffering from COVID-19.
  • The law also requires that employers provide long-term paid family and medical leave up for up to an additional 10 weeks and $200 per day for their employees. This measure will help to provide for children whose schools or childcare facilities are closed as a result of the pandemic.

In these challenging times, it’s important that you know your rights in the workplace, especially as new laws are being passed on a weekly basis that change how employers must operate. As we adapt to the COVID-19 pandemic, we will continue to be vigilant to ensure you get what you have rightfully earned. Facts and questions (FAQs) concerning the Families First Coronavirus Response Act can be found here.

If you have any questions about any of these laws or have another workplace issue that you would like to discuss, please contact us for a free consultation at slg@shavitzlaw.com or 800-616-4000.

 

YOU EARNED IT, NOW LETS GO GET IT.

Gregg Shavitz, Shavitz Law Group, 951 Yamato Rd Ste 285, Boca Raton, FL and 800 3rd Ave, Suite 2800, New York, NY.  Lawyers licensed in states including FL, NY, NJ, and TX.  The choice of a lawyer is an important decision and should not be based on advertisements alone.

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U.S. Department of Labor Issues Covid-19 Paid Leave Rule

Sick leave relief to workers

U.S. Department of Labor Issues Covid-19 Paid Leave RuleIn recent weeks, Congress has passed paid leave laws for certain workers to address the novel coronavirus (COVID-19) pandemic.  One notable law is the first federal law requiring businesses with fewer than 500 employees to provide paid short-term sick leave for reasons pertaining to COVID-19.

Some key highlights of the new laws are:

  • The sick leave law requires employers to provide up to two weeks of sick leave at full pay (up to $511 per day) if the employee is directly affected by COVID-19.
  • The law also provides partial pay up to $200 a day to care for family members suffering from COVID-19.
  • The law also requires that these employers provide long-term paid leave for up to 10 weeks and $200 per day for its employees to care for kids whose schools or childcare facilities are closed.

In these challenging times, it is vital to know your rights in the workplace — particularly when new laws are being passed on a weekly basis and changing how employers must operate.

If you have any questions about any of these laws or have another workplace issue that you would like to discuss, please contact us for a free consultant at slg@shavitzlaw.com or 800-616-4000.

 

YOU EARNED IT, NOW LETS GO GET IT.

Gregg Shavitz, Shavitz Law Group, 951 Yamato Rd Ste 285, Boca Raton, FL and 800 3rd Ave, Suite 2800, New York, NY.  Lawyers licensed in states including FL, NY, NJ, and TX.  The choice of a lawyer is an important decision and should not be based on advertisements alone.

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Am I an Independent Contractor or an Employee?

Misclassified and Miserable

Misclassified and Miserable?In recent years, companies have started classifying workers as independent contractors instead of employees. Independent contractors have the ability to decide when they will work, which tasks they will person, and negotiate their pay per task.

While some companies correctly classify its employees as independent contractors and do not have to pay those workers overtime wages, many other companies wrongly classify their workers as independent contractors. The companies often do this to avoid paying overtime wages and providing benefits to their employees. If a worker is economically dependent on a company, and if the company exercises much control over the worker, more likely than not such worker should be regarded as an employee and not an independent contractor.

Companies who have violated these laws have faced multimillion-dollar lawsuits and have paid huge settlements to their worker for backpay.

If you are classified as an independent contractor and are wondering if you really should be classified as an employee who is eligible for overtime pay and benefits, please contact the Shavitz Law Group at 800-616-4000 or slg@shavitzlaw.com. We represent employees, including misclassified independent contractors, across the United States in unpaid overtime litigation.  We can provide a free consultation to see if you are wrongly classified as an independent contractor and if you may be owed money damages.

 

YOU EARNED IT, NOW LETS GO GET IT.

Gregg Shavitz, Shavitz Law Group, 951 Yamato Rd Ste 285, Boca Raton, FL and 800 3rd Ave, Suite 2800, New York, NY.  Lawyers licensed in states including FL, NY, NJ, and TX.  The choice of a lawyer is an important decision and should not be based on advertisements alone.

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