Case Information
*1 UNITED STATES DISTRICT COURT WESTERN DISTRICT OF MICHIGAN
SOUTHERN DIVISION : JULIE A. SU, Acting Secretary of Labor, : Case No. 1:23-cv-50 United States Department of Labor, :
: Plaintiff, : Hon. Paul L. Maloney v. : : IONIA HOTEL BUSINESS, INC., et al., : : Defendants. : : CONSENT JUDGMENT AND ORDER
Plaintiff, Julie A. Su, Acting Secretary of Labor, United States Department of Labor (“Acting Secretary”), has filed a complaint under the Fair Labor Standards Act of 1938 as amended (29 U.S.C. § 201 et seq. ) (“FLSA”), and Defendants Ionia Hotel Business, Inc., doing business as American Inn and Suites Ionia, and Manhal Kashat, individually (collectively “Defendants”) have appeared by counsel, and agree to the entry of this Consent Judgment and Order (“Consent Judgment”) without contest.
Defendants admit and the Court finds Defendants are engaged in related activities performed through unified operation or common control for a common business purpose and are an “enterprise” under 29 U.S.C. § 203(r) of the FLSA.
Defendants admit and the Court finds Defendants are an enterprise engaged in commerce or in the production of goods for commerce within the meaning of 29 U.S.C. § 203(1)(A) of the FLSA.
Defendants admit and the Court finds Defendants are employers as defined in 29 U.S.C. § 203(d) of the FLSA. Upon motion of attorneys for the Acting Secretary and Defendants and for cause shown, it is: *2 ORDERED, ADJUDGED, AND DECREED, pursuant to section 17 of the FLSA that Defendants, their officers, agents, servants, and all persons acting or claiming to act on their behalf and interest be, and they hereby are, permanently enjoined and restrained from violating the provisions of sections 6, 7, 11(c), 15(a)(2), 15(a)(3), and 15(a)(5) of the FLSA, in any of the following manners:
1. Defendants shall not, contrary to 29 U.S.C. §§ 206 and 215(a)(2), pay to any of their employees who in any workweek are engaged in commerce or in the production of goods for commerce, or employed in an enterprise engaged in commerce or in the production of goods for commerce, within the meaning of the FLSA, wages at rates less than $7.25 an hour, or any rate subsequently made applicable by amendment to the FLSA.
2. Defendants shall not, contrary to 29 U.S.C. §§ 207 and 215(a)(2), employ any of their employees including, but not limited to, any of their employees working at Ionia Hotel Business, Inc., or at any business location owned, operated, and/or controlled by Defendants, and at any other business location at which their employees perform work, in any workweek when they are engaged in commerce or employed in an enterprise engaged in commerce, within the meaning of the FLSA, for workweeks longer than forty hours, unless said employees receive compensation for their employment in excess of forty hours at a rate equivalent to one and one- half times the regular rate at which they are employed.
3. Defendants shall make, keep, and preserve adequate records of their employees and of the wages, hours, and other conditions and practices of employment maintained by them including, but not limited to, any of their employees working at Ionia Hotel Business, Inc., or at any business location owned, operated, and/or controlled by Defendants, and at any other business location at which their employees perform work, as prescribed by the Regulations issued pursuant to 29 U.S.C. §§ 211(c) and 215(a)(5) and found at 29 C.F.R. Part 516. Defendants shall make such records available at all reasonable times to representatives of the Acting Secretary. If Defendants credit toward any employee’s wages Defendants’ reasonable cost of
2 *3 furnishing such employee with board, lodging, or other facilities, pursuant to 29 U.S.C. § 203(m), Defendants shall make, keep, and preserve all records required by 29 C.F.R. § 516.27.
4. Pursuant to 29 U.S.C. § 215(a)(3), Defendants shall not discharge or take any retaliatory action against any of their current or former employees because the current or former employee engages in any of the following activities:
a. Discloses, or threatens to disclose, to a supervisor or to a public agency, any activity, policy, or practice of the Defendants or another employer, with whom there is a business relationship, that the employee reasonably believes is in violation of the FLSA, or a rule or regulation promulgated pursuant to the FLSA;
b. Provides information to, or testifies before, any public agency or entity conducting an investigation, hearing or inquiry into any alleged violation of the FLSA, or a rule or regulation promulgated pursuant to the FLSA, by the Defendants or another employer with whom there is a business relationship; or
c. Objects to, or refuses to participate in any activity, policy or practice which the employee reasonably believes is in violation of the FLSA, or a rule or regulation promulgated pursuant to the FLSA. 5. No later than 15 days after execution of this Consent Judgment, Defendants shall
distribute a physical copy of the U.S. Department of Labor Wage and Hour Division’s “Fact Sheet #23: Overtime Pay Requirements of the FLSA” (“Fact Sheet #23”), attached as Exhibit A (English) and Exhibit B (Spanish), and “Fact Sheet #17A: Exemption for Executive, Administrative, Professional, Computer & Outside Sales Employees Under the Fair Labor Standards Act (FLSA)” (“Fact Sheet #17A”), attached as Exhibit C (English) and Exhibit D (Spanish), to each current employee of any business operated by any Defendant in a language in which the employee is fluent. For a period of no less than 3 years after the execution of this Consent Judgment, Defendants shall post and maintain in one or more conspicuous places at
3 *4 their worksite, including in any place where posters for employees are customarily posted, copies of Fact Sheet #23 and Fact Sheet #17A in English and in Spanish.
6. Any outstanding debts purportedly owed to any Defendant by any employee listed on Exhibit E related to lodging provided to such employee between October 26, 2019, and September 4, 2021, are extinguished upon execution of this of this consent order and judgment by the parties. Defendants shall not attempt to collect any such purported debts, engage any agent to do so, or convey or purport to convey to any other party a right to collect such a debt. For the avoidance of doubt, the Acting Secretary does not represent, and the Court does not find, that any such purported debts are valid or would be due and owing in the absence of this Consent Judgment.
7. FURTHER, JUDGMENT IS HEREBY ENTERED, pursuant to section 16(c) of the Act, in favor of the Acting Secretary and against Defendants in the total amount of $110,000.00, as set forth in Exhibit E, plus post-judgment interest should Defendants fail to deliver payment at the time and in the manner set forth herein.
8. The Acting Secretary shall recover from Defendants the sum of $55,000.00 in unpaid minimum wage and overtime compensation covering the period from October 26, 2019, through September 4, 2021, for Defendants’ current and former employees whose names are listed in the attached Exhibit E, and the additional sum of $55,000.00 in liquidated damages.
a. At the time of Defendants’ execution of this Consent Judgment, Defendants shall deliver payment in the amount of $110,000.00 by ACH transfer, credit card, debit card, or digital wallet at https://www.pay.gov/public/form/start/77692637 or www.pay.gov and searching “WHD Back Wage Payment – Midwest Region”.
b. Defendants shall also furnish to the Acting Secretary the full name, last- known address, last-known phone number, and social security number for each employee named in Exhibit E.
4 *5 c. Upon receipt of full payment from Defendants, representatives of the Acting Secretary shall distribute such amounts, less appropriate deductions for federal income withholding taxes and the employee’s share of the social security (F.I.C.A.) tax, to the employees or their legal representative as their interests may appear, in accordance with the provisions of section 16(c) of the FLSA. Defendants remain responsible for the employer’s share of F.I.C.A. arising from or related to the back wages distributed by the Acting Secretary.
d. Neither Defendants nor anyone on their behalf shall directly or indirectly solicit or accept the return of any sums paid under this Consent Order and Judgment. e. If an individual named on Exhibit E refuses any sums paid under this Consent Order and Judgment by attempting to return them to Defendants or to anyone on Defendants’ behalf, Defendants shall refuse to accept them and shall ensure that all such sums be immediately paid to the Acting Secretary for deposit as above. Defendants shall have no further obligations with respect to such monies.
f. Any monies not disbursed by the Department of Labor after three years from the date of payment by Defendants, because of the inability to locate the proper persons or because of their refusal to accept payment, shall be deposited into the Treasury of the United States as miscellaneous receipts, pursuant to section 16(c) of the
FLSA.
g. The provisions of this Consent Judgment shall not in any way affect any legal right of any individual not named on Exhibit E, nor shall the provisions in any way affect any legal right of any individual named on Exhibit E to file any action against Defendants for any violations alleged to have occurred outside the relevant period. 9. By entering into this Consent Judgment, the Acting Secretary does not waive her
right to conduct future investigations of Defendants under the provisions of the FLSA and to 5 *6 take appropriate enforcement action, including assessment of civil money penalties pursuant to 29 U.S.C. § 216(e), with respect to any violations disclosed by such investigations. It is FURTHER ORDERED that each party shall bear their own costs, fees and other expenses incurred by such party in connection with any stage of this proceeding, but not limited to, attorney fees which may be available under the Equal Access to Justice Act, as amended. 3rd April 24
Dated this _______ day of ___________, 20__. /s/ Paul L. Maloney _____________________________ Hon. Paul L. Maloney United States District Judge
6 *8 Exhibit A *9 Sheet #23: Overtime Pay Requirements of A ober 2019 : On August 30, 2023, the Department of Labor (Department) announced issuance of a Notice of Proposed king (NPRM), Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sal tandards Act implementing the exemption from minimum wage and overtime pay requirements for execut strative, and professional employees. Proposed revisions include increasing the standard salary level and t ompensated employee total annual compensation threshold, as well as providing an automatic updating nism that would allow for the timely and e (cid:211) icient updating of all the thresholds to reflect current earnings d et provides general information concerning the application of the overtime pay provisions of the FLSA . teristics ements fically exempted, employees covered by the Act must receive overtime pay for hours worked in excess of 40 a rate not less than time and one-half their regular rates of pay. There is no limit in the Act on the number ged 16 and older may work in any workweek. The Act does not require overtime pay for work on Saturdays 24-hour periods. It need not coincide with the calendar week, but may begin on any day and at any hour of rkweeks may be established for di (cid:211) erent employees or groups of employees. Averaging of hours over two o permitted. Normally, overtime pay earned in a particular workweek must be paid on the regular pay day fo ate of pay cannot be less than the minimum wage . The regular rate includes all remuneration for employm *10 ash payments are made to employees in the form of goods or facilities, the reasonable cost to the employe
Case 1:23-cv-00050-PLM-PJG ECF No. 33, PageID.164 Filed 04/03/24 Page 10 of 24 goods or facilities must be included in the regular rate. l Problems
r Varying Amounts of Overtime: A lump sum paid for work performed during overtime hours without regar
vertime hours worked does not qualify as an overtime premium even though the amount of money paid is the sum owed on a per-hour basis. For example, no part of a flat sum of $180 to employees who work overt qualify as an overtime premium, even though the employees' straight-time rate is $12.00 an hour and the e less than 10 hours on Sunday. Similarly, where an agreement provides for 6 hours pay at $13.00 an hour re ually spent for work on a job performed during overtime hours, the entire $78.00 must be included in deter egular rate. orkweek Exceeding 40 Hours: A fixed salary for a regular workweek longer than 40 hours does not discharge igations. For example, an employee may be hired to work a 45 hour workweek for a weekly salary of $405. regular rate is obtained by dividing the $405 straight-time salary by 45 hours, resulting in a regular rate of $ then due additional overtime computed by multiplying the 5 overtime hours by one-half the regular rate of y May Not Be Waived: The overtime requirement may not be waived by agreement between the employer a An agreement that only 8 hours a day or only 40 hours a week will be counted as working time also fails the An announcement by the employer that no overtime work will be permitted, or that overtime work will not rized in advance, also will not impair the employee's right to compensation for compensable overtime hou to Obtain Additional Information
ww.dol.gov/agencies/whd and/or call our toll-free information and helpline,
8 a.m. to 5 p.m. in your time zone, 1-866-4USWAGE (1-866-487-9243). ts of position contained in the regulations.
*11 Exhibit B *12 de datos #23: Requisitos para el pago de etiempo bajo la Ley de Normas Razonable ajo 7 cnica ofrece información general con respecto a la aplicación de las disposiciones de la Ley de Normas Razo A) para el pago de sobretiempo.
erísticas
or que requiere o permite que un empleado trabaje sobretiempo generalmente debe pagar al empleado un
itos
estén expresamente exentos, los empleados bajo el alcance de la Ley deben recibir el pago de sobretiemp
tiempo y medio de la tasa regular de pago del trabajador por cada hora trabajada en exceso de 40 en una s ey no establece limitaciones con respecto al número de horas que los empleados mayores de 16 años pued na laboral. La Ley no requiere el pago de sobretiempo por trabajar los sábados, domingos, feriados o días ica por semana laboral. La semana laboral de un empelado es un período fijo y regularmente recurrente de No se permite un promedio de horas entre dos o más semanas. Por lo general, el pago de sobretiempo dev en particular debe realizarse en el día de pago habitual para el período en el cual fue ganado. ar de pago no puede ser inferior al salario mínimo. La tasa regular incluye toda remuneración por el emple s excluidos por la Ley misma. Los pagos que no son parte de la tasa regular incluyen el pago de gastos incu ón del empleador, pagos de primas por sobtretiempo trabajado o las primas verdaderas pagadas por el tra mingos y feriados, bonos discrecionales, obsequios y pagos en forma de obsequio en ocasiones especiales *13 mas típicos
Case 1:23-cv-00050-PLM-PJG ECF No. 33, PageID.167 Filed 04/03/24 Page 13 of 24
ra cantidades variables de sobretiempo: un monto por trabajo realizado durante las horas de sobretiempo mero de horas de sobretiempo trabajadas no se considera una prima de sobretiempo aunque la cantidad d gual o mayor a la suma adeudada basada en la tasa por hora. Por ejemplo, ninguna parte de un monto de $ ea de $12.00 la hora y los empleados siempre trabajen menos de 10 horas el domingo. Del mismo modo, cu blece un pago de 6 horas a $13.00 por hora independientemente del tiempo real dedicado al trabajo realiz sobretiempo, la totalidad de los $78.00 debe incluirse para determinar la tasa regular de los empleados. na exención de las obligaciones establecidas en la FLSA. Por ejemplo, un empleado puede ser contratado p o las 5 horas de sobretiempo por la mitad de la tasa regular de pago ($4.50 x 5 = $22.50). renunciar al pago de sobretiempo: no se puede renunciar al requisito de sobretiempo por un acuerdo entr tampoco cumple con la Ley de Normas Razonables de Trabajo. Un anuncio por parte del empleador establ derecho del trabajador a una retribución por las horas de sobretiempo trabajadas. Se Puede Conseguir Información Adicional
seguir información adicional visite nuestro “Web site” de Horas y Sueldos bajo la
a, gratuitamente, disponible de 8 de la mañana a 5 de la tarde en su huso horario, 1-
WAGE (1-866-487-9243).
ito de esta publicación es servir de información general y no se debe pensar que el mismo peso que tiene una postura oficial contenida en los reglamentos. ontents of this document do not have the force and e (cid:211) ect of law and are not meant to bind the public in any way. This
t i i t d d l t id l it t th bli di i ti i t d th l li i *14 Exhibit C *15 Sheet #17A: Exemption for Executive, inistrative, Professional, Computer & Out
s Employees Under the Fair Labor Standar FLSA) tember 2019 : On August 30, 2023, the Department of Labor (Department) announced issuance of a Notice of Proposed king (NPRM), Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sal tandards Act implementing the exemption from minimum wage and overtime pay requirements for execut strative, and professional employees. Proposed revisions include increasing the standard salary level and t ompensated employee total annual compensation threshold, as well as providing an automatic updating nism that would allow for the timely and e (cid:211) icient updating of all the thresholds to reflect current earnings d
to enforce the 2004 part 541 regulations through December 31, 2019, including the $455 per week standar ve-professional-outside-sales-and. et provides general information on the exemption from minimum wage and overtime pay provided by Sect s defined by Regulations, 29 C.F.R. Part 541. y at not less than time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek ction 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employee executive, administrative, professional and outside sales employees. Section 13(a)(1) and Section 13(a)(17 e paid on a salary basis at not less than $684 * per week. Employers may use nondiscretionary bonuses and
*16 g, g, , p y g p y g p . Case 1:23-cv-00050-PLM-PJG ECF No. 33, PageID.170 Filed 04/03/24 Page 16 of 24 istrative Exemptions
r the administrative employee exemption, all of the following tests must be met:
mployee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than mployee’s primary duty must be the performance of o (cid:211) ice or non-manual work directly related to the mana
l business operations of the employer or the employer’s customers; and mployee’s primary duty includes the exercise of discretion and independent judgment with respect to matte sional Exemption r the learned professional employee exemption, all of the following tests must be met: mployee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than mployee’s primary duty must be the performance of work requiring advanced knowledge, defined as work w minantly intellectual in character and which includes work requiring the consistent exercise of discretion an ent; vanced knowledge must be in a field of science or learning; and vanced knowledge must be customarily acquired by a prolonged course of specialized intellectual instruct r the creative professional employee exemption, all of the following tests must be met: mployee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than mployee’s primary duty must be the performance of work requiring invention, imagination, originality or ta
ized field of artistic or creative endeavor. r the computer employee exemption, the following tests must be met: mployee must be compensated either on a salary or fee basis (as defined in the regulations) at a rate not les per week or , if compensated on an hourly basis, at a rate not less than $27.63 an hour; mployee must be employed as a computer systems analyst, computer programmer, so (cid:212) ware engineer or ot *17 mployee must be customarily and regularly engaged away from the employer’s place or places of business.
ensated employees performing o (cid:211) ice or non-manual work and paid total annual compensation of $107,43 include at least $684* per week paid on a salary or fee basis) are exempt from the FLSA if they customarily form at least one of the duties of an exempt executive, administrative or professional employee identified ts for exemption. ollar Workers
ons provided by FLSA Section 13(a)(1) apply only to “white-collar” employees who meet the salary and dut
art 541 regulations. The exemptions do not apply to manual laborers or other “blue-collar” workers who p maintenance, construction and similar occupations such as carpenters, electricians, mechanics, plumbers, (cid:212) smen, operating engineers, longshoremen, construction workers and laborers are entitled to minimum w mium pay under the FLSA, and are not exempt under the Part 541 regulations no matter how highly paid th ons also do not apply to police o (cid:211) icers, detectives, deputy sheri (cid:211) s, state troopers, highway patrol o (cid:211) icers, , inspectors, correctional o (cid:211) icers, parole or probation o (cid:211) icers, park rangers, fire fighters, paramedics, eme nicians, ambulance personnel, rescue workers, hazardous materials workers and similar employees, regar who perform work such as preventing, controlling or extinguishing fires of any type; rescuing fire, crime or enting or detecting crimes; conducting investigations or inspections for violations of law; performing surve
Laws & Collective Bargaining Agreements h any Federal, State or municipal laws, regulations or ordinances establishing a higher minimum wage or l orkweek than those established under the FLSA. Similarly, employers may, on their own initiative or under greement, provide a higher wage, shorter workweek, or higher overtime premium than provided under the rgaining agreements cannot waive or reduce FLSA protections, nothing in the FLSA or the Part 541 regulatio *18 ts of position contained in the regulations.
Case 1:23-cv-00050-PLM-PJG ECF No. 33, PageID.172 Filed 04/03/24 Page 18 of 24 ontents of this document do not have the force and e (cid:211) ect of law and are not meant to bind the public in any way. This ment is intended only to provide clarity to the public regarding existing requirements under the law or agency policie
*19 Exhibit D *20 de Datos # 17A: Exención para Ejecutivos inistradores, Profesionales, Empleados de rmática y Ventas Exteriores Bajo la Ley de mas Razonables de Trabajo (FLSA) y 2020 : On August 30, 2023, the Department of Labor (Department) announced issuance of a Notice of Proposed king (NPRM), Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sal tandards Act implementing the exemption from minimum wage and overtime pay requirements for execut strative, and professional employees. Proposed revisions include increasing the standard salary level and t ompensated employee total annual compensation threshold, as well as providing an automatic updating nism that would allow for the timely and e (cid:211) icient updating of all the thresholds to reflect current earnings d datos ofrece información general sobre la exención a salario mínimo y pago de sobretiempo de la Sección as trabajadas y pago de sobretiempo a no menos de tiempo y medio de la tasa regular por todas las horas la Sección 13(a)(1) de la FLSA provee una exención al salario mínimo y pago de sobretiempo a los emplead n cargos como ejecutivos, administradores, profesionales y vendedores al exterior. La Sección 13(a)(1) y 13 ntan a ciertos empleados de informática. Para calificar para exención, los empleados generalmente deben s pueden usar bonos no discrecionales y pagos de incentivos (incluidas comisiones) pagados anualmente o ra que aplique una exención, las responsabilidades específicas al puesto del empleado y su salario deben c ras hojas de datos de esta serie para obtener más información sobre las exenciones para ejecutivos, admin s, empleados informáticos y de ventas al exterior, y para información adicional sobre el requisito en base a *21 para la exención de empleados administrativos todos estos criterios se deben cumplir: leado debe ser pagado en base a un sueldo o tasa (como definen las regulaciones) a una tarifa no inferior a a; cipal responsabilidad del empleado debe ser el desempeño de tareas de oficina o no manuales directame nadas a la gerencia o a operaciones generales de la empresa o de los clientes del empleador; y ón Profesional
para la exención de profesional docto , se deben cumplir todos estos criterios: e pagar al empleado a base a un sueldo o tasa (como definen las regulaciones) a una tarifa no inferior a $68 a; cipal responsabilidad del empleado debe ser el desempeño de trabajo que exija conocimientos avanzados nocimientos avanzados deben referirse al campo científico o de sabiduría; y nocimientos avanzados se deben adquirir normalmente un curso prolongado de la instrucción intelectual alizada, a la exención de empleado profesional creativo , se deben cumplir todos estos criterios: e pagar al empleado a base a un sueldo o tasa (como definen las regulaciones) a una tarifa no inferior a $68 a; cipal responsabilidad del empleado debe ser el desempeño de un trabajo que requiera invención, imagina ón para Empleados de Computadoras
a la exención de empleado de computadoras se deben cumplir todos estos criterios:
e pagar al empleado o en a base a un sueldo o a una tasa (como definen los 3 reglamentos) a una tarifa no por semana o, si se le paga por horas, a una tarifa no inferior a $27.63 por hora; leado debe tener empleo como analista de sistemas informáticos, programador de computadoras, ingenie mas informáticos, u otro empleado con habilidades semejantes en el campo de las computadoras desemp abajo descritas: cipal tarea del empleado debe consistir de:
Aplicación de técnicas de análisis de sistemas y procedimientos incluidas consultas con usuarios para dete *22 ados Altamente Retribuidos
ebe incluir al menos $684* por semana en base a salario o tasa) están exentos a la FLSA si habitual y regula
normales para exención. s
n en la Parte 541 de las regulaciones. Las exenciones no aplican a trabajadores manuales o a otros obreros
lario mínimo y prima por sobretiempo bajo la FLSA, y no están exentos según la Parte 541 de las regulacion temente de qué altamente sean pagados. s, Bomberos, Paramédicos y Otros Agentes de Respuesta In
oficiales de prisiones, agentes judiciales de permisos y vigilancia, guardabosques, bomberos, paramédicos
alquier tipo; rescatar víctimas de fuegos, crímenes o accidentes; prevenir o detectar crímenes; investigar o violaciones a la ley; monitorear; perseguir, inmovilizar y arrestar sospechosos; detener o supervisar crimin onvictos, incluso aquéllos bajo custodia vigilada o en libertad condicional; entrevistar a testigos; interroga ales a sospechosos; preparar informes de investigación; o cualquier otro trabajo parecido. eyes y Acuerdos de Negociación Colectiva
ee normas mínimas que se pueden exceder, pero que no pueden ser saltadas o reducidas. Los empleadore
ejemplo, con cualquier ley, reglamento u ordenanza Federal, Estatal o municipal que establezca un salario a cuenta o bajo un acuerdo de negociación colectiva, proveer un salario superior, una semana laboral más o por sobretiempo superiores a aquéllas que provee la FLSA. Aunque los acuerdos de negociación colectiva educir las protecciones de la FLSA, nada en la FLSA o en la regulación Parte 541 exonere a empleadores de *23 ito de esta publicación es servir de información general y no se debe pensar que
Case 1:23-cv-00050-PLM-PJG ECF No. 33, PageID.177 Filed 04/03/24 Page 23 of 24 el mismo peso que tiene una postura oficial contenida en los reglamentos. ontents of this document do not have the force and e (cid:211) ect of law and are not meant to bind the public in any way. This ment is intended only to provide clarity to the public regarding existing requirements under the law or agency policie
EXHIBIT E
*24 Employee Back Wages Liquidated Damages Fuller, T. $20,305.83 $20,305.83 Galvin, T. $5,319.14 $5,319.14 Garvey, J. $16,885.92 $16,885.92 Thacker, T. $6,132.57 $6,132.57 Thomas, R. $6,032.45 $6,032.45 Wright, K. $324.09 $324.09 TOTAL: $55,000.00 $55,000.00