Acosta v. Min & Kim, Inc.

Employees at Seoul Garden, an Ann Arbor, Michigan restaurant, customarily work lunch and dinner shifts six days a week. Before August 2016, when the restaurant got a time clock, employees did not record their hours. The owners marked employees as present or absent for each shift without recording whether employees left early or stayed late. Employees work an average of 52 hours a week. The owners negotiate a “guaranteed wage” day rate with each employee, then derive an hourly rate (for 40 hours) and overtime rate. Although the rate is generous compared to minimum wage, some employees’ rates are too low to reach the guaranteed wage even working a full week, so the owners add a “bonus” to reach the agreed-upon weekly wage. In rare instances, employees exceed their guaranteed wage; the owners apply a “negative bonus” to reduce the pay to the guaranteed wage. The Department of Labor’s Wage and Hour Division investigated and alleged violations of the Fair Labor Standards Act, 29 U.S.C. 207(a). The district court held that the owners owe back pay of $112,212 to 28 employees and enjoined them from continuing violations, but excused them from paying liquidated damages. The Sixth Circuit affirmed, noting the owners’ insufficient record-keeping but stating that they acted in good faith and had reasonable grounds for believing they were in compliance with the Act. View "Acosta v. Min & Kim, Inc." on Justia Law