29 C.F.R. § 516.4
Posting of notices
Every employer employing any employees subject to the Act's minimum wage provisions shall post and keep posted a notice explaining the Act, as prescribed by the Wage and Hour Division, in conspicuous places in every establishment where such employees are employed so as to permit them to observe readily a copy. Any employer of employees to whom section 7 of the Act does not apply because of an exemption of broad application to an establishment may alter or modify the poster with a legible notation to show that the overtime provisions do not apply. For example:
Notes of Decisions
Cited in 52
cases (11 in the last 5 years), 1984–2024 · leading case: Copantitla v. Fiskardo Estiatorio, Inc., 788 F. Supp. 2d 253 (S.D.N.Y. 2011).
Copantitla v. Fiskardo Estiatorio, Inc., 788 F. Supp. 2d 253 (S.D.N.Y. 2011). “The regulation requiring the posted notice, 29 C.F.R. § 516.4 , addresses a broader responsibility of the employer to inform employees of the minimum wage provisions more generally, as opposed to the tip-credit notice requirement, which deals more specifically with the…”
Brooke Clark v. A&L Homecare &Training Ctr., 68 F.4th 1003 (6th Cir. 2023). “Additionally, even under loose notice standards, notice is sent concerning only a pre- defined collective and must avoid endorsement of the merits; it does not go out with a list of hypothetical claims that others might bring, and certainly does not encourage plaintiffs to join.”
Souryavong v. Lackawanna Cnty., 159 F. Supp. 3d 514 (M.D. Penn. 2016). “gment with respect to claims based on events that fell outside of the two (2) year *518 statute of limitations was denied because there remained disputes of material fact as to (1) whether the County’s FLSA violation was willful, 1 which would expand the statute of limitations…”
Ramirez v. Rifkin, 568 F. Supp. 2d 262 (E.D.N.Y 2008). “4 (“Every employer employing any employees subject to the Act’s minimum wage provisions shall post and keep posted a notice explaining the Act, as prescribed by the Wage and Hour Division, in conspicuous places in every establishment where such employees are employed so as to…”
Lisa ASP & Paulette Mertes v. Milardo Photography, Inc., 573 F. Supp. 2d 677 (D. Conn. 2008). “See 29 C.F.R. § 516.4 (“Every employer employing any employees subject to the Act’s minimum wage provisions shall post and keep posted a notice explaining the Act .”
Gunawan v. Sake Sushi Restaurant, 897 F. Supp. 2d 76 (E.D.N.Y 2012). “Instead, Gunawan argued that the court should equitably toll the statute of limitations for the entire period of her employment, on the theory that the Restaurant’s failure to post a notice of worker’s rights, as required by 29 C.F.R. § 516.4 , or to otherwise inform her of…”
Iglesias-Mendoza v. La Belle Farm, Inc., 239 F.R.D. 363 (S.D.N.Y. 2007). “Plaintiffs argue, however, that because the defendants allegedly did not post the notices required by the FLSA, 29 C.F.R. § 516.4 , it would be appropriate for the Court to certify the FLSA opt-in class for the entire six-year statute of limitations period applicable to the New…”
Driver v. AppleIllinois, LLC, 917 F. Supp. 2d 793 (N.D. Ill. 2013). “29 C.F.R. § 516.4 . Present motion Applelllinois now moves for summary judgment as to both the class’s claim under the IMWL and the individual plaintiffs’ claim under the FLSA on the question of whether Applelllinois provided sufficient notice regarding its practice of taking…”
Yu G. Ke v. Saigon Grill, Inc., 595 F. Supp. 2d 240 (S.D.N.Y. 2008). “The notice must list the minimum wage and explain the tip-credit provision of the law and advise that the employer is prohibited from discriminating or retaliating against employees who seek relief under the FLSA. 29 U.S.C.”
Viciedo v. New Horizons Comput. Learning Ctr. of CoLumbus, Ltd., 246 F. Supp. 2d 886 (S.D. Ohio 2003). “See 29 C.F.R. § 516.4 (requiring employers to post notices explaining the FLSA); 13 Bonham v.”
Summa v. Hofstra Univ., 715 F. Supp. 2d 378 (E.D.N.Y 2010). “” 29 C.F.R. § 516.4 . The failure to post such notices advising employees of the right to earn minimum wage and overtime compensation equitably tolls the statute of limitations until an employee has actual notice of his or her rights under the FLSA.”
Lopez v. Tri-State Drywall, Inc., 861 F. Supp. 2d 533 (E.D. Pa. 2012). “§§ 211 (c) and 215(a)(5), and notice provision, 29 C.F.R. § 516.4 . Finally, Mr. Lopez brings claims for common law conversion and unjust enrichment stemming from the same alleged conduct.”
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