Migliaccio & Rathod LLP is investigating whether W.W. Grainger properly paid hourly employees for all hours worked and properly calculated overtime when employees received bonuses, shift differentials, or other additional compensation.
Public reports provided for this investigation indicate that W.W. Grainger employees may have received several forms of compensation in addition to their ordinary hourly wages, including shift differentials, production bonuses, performance bonuses, sign-on awards, guaranteed pay, and essential or hazard pay. Reports also raise concerns about employees performing uncompensated work outside their recorded hours.
Under federal law, certain nondiscretionary bonuses, shift differentials, and other forms of compensation generally must be included in an employee’s regular rate when calculating overtime. Employees also generally must be compensated for work that their employer requires or permits them to perform.
Migliaccio & Rathod is investigating whether W.W. Grainger employees received all overtime and wages to which they were entitled.
Employees May Have Experienced:
- Receiving shift differentials in addition to their base hourly wages;
- Receiving production, performance, or other incentive bonuses;
- Receiving guaranteed, essential-worker, or hazard pay;
- Working more than 40 hours during weeks when additional compensation was earned;
- Having overtime calculated using only their base hourly wage; and
- Performing work before clocking in or after clocking out without compensation.
Potential Claims May Include:
- Failure to include qualifying bonuses in the regular rate;
- Failure to include shift differentials or other compensation in overtime calculations;
- Unpaid off-the-clock work;
- Underpayment of overtime compensation;
- Violations of the Fair Labor Standards Act; and
- Violations of applicable state wage laws.
Signs You May Be Affected:
- You worked for W.W. Grainger as an hourly employee;
- You received a shift differential, production bonus, performance bonus, or other additional compensation;
- You worked more than 40 hours during weeks when you received additional compensation;
- Your overtime rate was based only on your ordinary hourly wage;
- You performed required work before clocking in or after clocking out; or
- Your paycheck did not include all of the hours you worked.
If you have encountered these issues, we would like to hear from you. Please complete the contact form on this page, send us an email at [email protected], or give us a call.