Picture this scenario: One of your AP processors walks into your office and says: “I worked overtime last week handling that backlog of invoices and I demand to be paid for it.” It’s payday and the employee expected her paycheck to be bigger because of the extra overtime. “Your check's less than you thought because you didn't follow company policy and get my permission to work the extra hours or have me initial your time card,” you reply. “If we didn't know you worked the extra time, how could we pay you?” “Well, now you know. And while we're on the subject, I think I should also be paid extra for the work I do during my lunch hour and all the times I clock in a little early and punch out a little late.” Is this employee entitled to the overtime pay? A new court case gives the answer.
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