American Automobile Association (AAA) Overtime Lawsuits: Wage & Hour Laws

Commonly asked overtime pay law questions about AAA:

• What is AAA?
• Who Does AAA Employ?
• Where is AAA Located?
• AAA Overtime Pay Lawsuit News
• What are the Laws for AAA Employee Overtime Pay?
• Are AAA Employees Entitled to Overtime Pay?
• Does AAA Have to Pay Overtime Wages to its Employees?
• Has AAA Been Involved in Overtime Pay Lawsuits?
• AAA Overtime Pay Lawyer Review

What is AAA?

The American Automobile Association, more commonly known as AAA, is an automotive insurance and other accompanying services and programs. The company is a not-for-profit, tax-paying corporation with over 1,100 offices in the United States and Canada.

The company was founded in 1902 by nine motor clubs with fewer than 1,500 members. Today, AAA has more than 58 million members in the United States and Canada.

Who Does AAA Employ?

AAA employs more than 45,000 people. Our experienced overtime pay lawyers handle cases for all AAA employees, including the following:

• Insurance representatives
• Customer service representatives
• Call center employees
• Travel agency employees
• Various types of office employees
• Contract employees

Where is AAA Located?

AAA’s corporate headquarters is located in Heathrow, Flordia. The company has expanded to have over 1,100 offices in the United States and Canada. Chances are, there are multiple locations near you.

Some of the U.S. locations include:

• Atlanta, Georgia
• Austin, Texas
• Baltimore, Maryland
• Boston, Massachusetts
• Charleston, South Carolina
• Charlotte, North Carolina
• Chicago, Illinois
• Columbus, Ohio
• Dallas, Texas
• Detroit, Michigan
• Indianapolis, Indiana
• Las Vegas, Nevada
• Minneapolis, Minnesota
• Nashville, Tennessee
• New York, New York
• Phoenix, Arizona
• Pittsburgh, Pennsylvania
• San Francisco, California
• Tampa, Florida
• Washington D.C.

AAA Overtime Pay Lawsuit News

What are the Laws for AAA Employee Overtime Pay?

Under the Fair Labor Standard Act (FLSA), many AAA employees are considered non-exempt and therefore entitled to overtime pay.

If an employee is non-exempt under the FLSA, the law requires that they are paid overtime wages of one and one-half times their regular rate of pay for every hour past 40 in one week.

The FLSA has several exemptions, however, that would preclude employees from receiving overtime pay. For example, employees with “administrative” or “professional” roles may fall under these exemptions.

It is important to note that exemption is not determined solely based on job title. Rather, job description, job duties, rate of pay, and hours worked are used to determine if an employee should receive overtime pay.

On top of the FLSA, some states have their own overtime pay laws. These laws may complement or contradict the FLSA, so it is important to consult an experienced attorney who is familiar with all the applicable overtime pay laws.

Are AAA Employees Entitled to Overtime Pay?

Some AAA employees are required to work double shifts, as well as additional time before and after their scheduled shift. As a result, many AAA employees end up working more than 40 hours per week, and are therefore entitled to overtime pay.

Employees who are exempt under the FLSA are not entitled to overtime pay. Whether or not a AAA employee falls under the “administrative” or “professional” exemptions is determined based on job description, job duties, rate of pay, and the number of hours worked.

Employers often deny or unlawfully refuse to pay overtime by misclassifying the positions of the workers, claiming that they are exempt when, in reality, they are not. For example, AAA location managers may be classified as exempt by the company based on their “manager” title, when, in reality, their job duties reflect a non-exempt position.

Under the FLSA, workers classified as “managers” can be overtime exempt, but must perform certain duties vital to the businesses operations including hiring and firing subordinates, creating work schedules and setting employee pay. Companies often give titles like “manager” or “supervisor” to workers who do not perform necessary duties, as a means to avoid paying overtime and keep payroll down.

AAA may also require their employees to report to work early but not “punch the clock” until later or strike hours off of time cards, or they may refuse to pay employees for work done before the shift starts and after they punch out for the day. These are violations of the Fair Labor Standards Act (FLSA) and can give rise to an overtime pay lawsuit.

An experienced overtime pay attorney will be able to analyze your case in the context of the FLSA and your state’s laws to determine if you are due overtime wages from AAA.

Does AAA Have to Pay Overtime Wages to its Employees?

In many cases AAA is required to pay overtime wages to employees that work more than 40 hours in one week. This excludes employees who are considered exempt under the FLSA.

Exemption is not cut and dry; the FLSA is a complicated law and state laws can complicate the picture even further.

If you believe that AAA owes you overtime pay, it is best to consult an attorney who has experience with the FLSA and state overtime wage laws.

To determine whether you are eligible for filing a wage claim, contact our experienced AAA Overtime Pay Lawyers at (855) 754-2795 for a Free Consultation to discuss your case or complete the Free Unpaid Overtime Case Review Form on this page.  We will discuss your situation and determine if you have a claim. If you are owed unpaid wages, we will represent you under our No Fee Promise, which means there are never any legal fees or costs unless you receive a settlement.

Has AAA Been Involved in Overtime Pay Lawsuits?

Over the past several years, current or former employees have brought a number of lawsuits against companies like AAA in an effort to reclaim lost overtime wages. If you believe AAA is denying you overtime wages, you could have a case similar to that of a previous lawsuit. Here are a few examples of such lawsuits:

•  An overtime pay lawsuit was filed by Yelp employees against the company for unpaid wages.  The Yelp call center gents worked a full-time schedule and were required to use Yelp’s computer networks, programs, and applications in order to perform their jobs.  However, the agents were required to perform off-the-clock work to boot-up their computers and software programs before their shifts, and to shut-down the computers after their shifts.  The agents were not paid for their off-the-clock work, which amounted to 10 to 25 minutes of unpaid work per day.
• Even large companies such as JPMorgan Chase are susceptible to misclassifying employees leading to lawsuits. Assistant Branch Managers alleged just that, and have recently been awarded $16.7 million dollars in back pay. Of the roughly 5,400 employees, each member will receive $3,000 each for their claims that date back to 2012. JPMorgan Chase stated employees were getting a great deal seeing as many of the employees involved did not work overtime hours often. JPMorgan Chase also pointed out that branches are seldom open for more than 40 hours in a week, and that number is offset by breaks and lunches.

AAA Overtime Pay Lawyer Review