1. Introduction

2. Agenda 00:06:44

3. Why Does it Matter? 00:07:30

1. Example 00:20:11

4. Who Is Hit the Hardest? 00:24:01

5. Pie Chart 00:28:45

6. Costs Continue to Rise 00:35:03

7. Betting the Company? 00:36:46

8. FLSA Litigation Statistics 00:44:36

9. What the Statistics Don’t Show 00:48:51

10. Causes of Increase 00:51:55

11. Class Action Waivers 00:54:49

12. The Basics 00:58:16

13. Hours Worked 01:00:06

14. Travel Time 01:04:33

15. Home to Work 01:04:35

16. Ordinary Travel From Home to Work 01:06:07

17. When Travel is “Hours Worked” 01:07:58

18. Overnight Travel 01:11:43

19. Who Is Driving? 01:17:48

20. Employer’s Vehicle 01:20:32

21. Whatis New in Travel Time Law? 01:21:35

22. Wage and Hour Opinion Letter - Cont’d 01:23:43

23. Additional Working Time Issues 01:26:52

24. On-Call Time 01:28:35

25. On-Call Time (cont.) 01:30:40

26. Meeting/Training Times 01:31:56

27. Email/Mobile Devices 01:33:06

28. Final Questions/Closing 01:35:50

• Collective Action 00:18:00
• Fair Labor Standards Act (FLSA) 00:01:38, 00:07:38
• Individual Liability 00:39:55
• Liquidated Damages 00:12:33
• National Labor Relations Board (NLRB) 00:57:12
• Overnight Travel 01:11:43
• Portal-to-Portal Act 01:04:45
• Rule 23 Class Action 00:17:44
• Title VII 00:40:06

Class Action: An order that certifies a class action must define the class and the class claims, issues, or defenses, and must appoint class counsel under Rule 23(g). (C) Altering or Amending the Order. An order that grants or denies class certification may be altered or amended before final judgment.

Collective Action: A collective action allows you and other employees to sue your employer together. To bring a collective action together, the employees in the case must be "similarly situated." This means they must be subject to a common policy, plan, or design of their employer’s, even if they work in different company departments or locations.

Fair Labor Standards Act (FLSA): The Fair Labor Standards Act of 1938 29 U.S.C. § 203 is a United States labor law that creates the right to a minimum wage, and "time-and-a-half" overtime pay when people work over forty hours a week. It also prohibits most employment of minors in "oppressive child labor".

Individual Liability: An individual officer or supervisor may be held personally liable for unpaid wages under the FLSA when he or she exercises control over significant aspects of the company's day-to-day functions, including compensation of employees, the court first noted.

Liquidated Damages: Liquidated damages are damages whose amount the parties designate during the formation of a contract for the injured party to collect as compensation upon a specific breach. When damages are not predetermined/assessed in advance, then the amount recoverable is said to be 'at large'.

National Labor Relations Board (NLRB): The National Labor Relations Board is an independent agency of the federal government of the United States with responsibilities for enforcing U.S. labor law in relation to collective bargaining and unfair labor practices

Overnight Travel : When travel requires an overnight stay, any time traveling as a passenger that falls within the employee's normal work hours is compensable, regardless of what day of the week the travel takes place.

Portal-to-Portal Act: An amendment to the Fair Labor Standards Act (FLSA) clarifying that certain activities are generally not compensable working time under the FLSA. The Portal-to-Portal Act provides that employers are not required to pay for the time employees spend on activities or traveling occurring before or after they perform the principal activities for which they are employed.

Title VII: Title VII of the Civil Rights Act of 1964 prohibits discrimination and harassment of employees in the workplace. If the law requires an employer to pay an employee under the FLSA, then the employee will be protected under Title VII as well.