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Home / Maine Sports Bar Wage Case: Altered Timecards, Multiple Locations, and Child Labor

Maine Sports Bar Wage Case: Altered Timecards, Multiple Locations, and Child Labor

A federal case involving three Maine sports bars combined several common restaurant violations: altered timecards, failure to combine hours across locations, misclassification, and unlawful youth employment.

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Maine Sports Bar Wage Case: Altered Timecards, Multiple Locations, and Child Labor

Quick answer: The court order required $51,775 in back wages for 47 workers and $31,436 in penalties after wage and child-labor violations.

The findings

The Department alleged that employees were not paid for all hours, overtime was not properly provided, timecards were altered, hours across locations were not combined, and some employees were miscategorized as exempt.

Multiple locations

Hours at related locations for the same employer generally must be combined. A worker with 30 hours at one bar and 20 at another has 50 total hours.

Timecard edits

Managers cannot delete actual work because overtime was not approved or because a labor budget was exceeded. Corrections need a legitimate reason and audit trail.

Misclassification

Assistant managers and lead workers can remain nonexempt when they primarily perform routine work and lack meaningful personnel authority.

Child labor

Federal law restricts minors’ hours and hazardous duties. Restaurants must review late-night work, power-driven equipment, and cooking assignments.

Frequently Asked Questions

Must hours across locations be combined?

Yes, for the same employer or joint employers.

Can timecards be corrected?

Yes, but actual work cannot be erased.

Are assistant managers exempt?

Not automatically.

Do minors have special restrictions?

Yes.

What amounts were ordered?

$51,775 in back wages and $31,436 in penalties.

Official Sources

This article is for general educational purposes and is not legal, tax, accounting, payroll, or employment advice. Rules can change and may differ by state, locality, occupation, employer, and employee circumstances.

Reviewed for accuracy by the OvertimePayUSA editorial team using official labor sources such as the U.S. Department of Labor and state agencies.
Official Sources

This calculator is for educational purposes only. Consult your employer or a labor attorney for advice specific to your situation.

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Frequently Asked Questions

Can my employer require me to work overtime?
Yes. Employers can require overtime work. However, they must pay the required overtime premium (1.5x or higher per state law) for hours over the threshold. Refusing to work overtime may result in termination, but employers cannot refuse to pay overtime premiums that are legally owed.
What should I do if I think I'm owed unpaid overtime?
Document everything: save pay stubs, time records, emails, and any communications about hours worked. Calculate what you believe is owed. Contact your employer in writing first. If they don't respond satisfactorily, file a complaint with your state Department of Labor or the U.S. Department of Labor Wage and Hour Division. Consider consulting an employment attorney for large amounts.
Is my salaried position automatically exempt from overtime?
No. Many salaried positions still qualify for overtime pay. Exemption requires: (1) earning above the minimum threshold (~$35,500 federally, varies by state), and (2) spending more than 50% of time in exempt duties (executive, professional, administrative). If unsure, file a wage claim or consult an employment attorney.
Can I get overtime pay if I work multiple jobs?
Federal overtime laws (FLSA) typically count only hours for a single employer. However, some states have more generous rules. Hours worked for different employers at the same time usually don't combine for overtime purposes unless you're an independent contractor. Check your state's Department of Labor for specific rules.
What's the statute of limitations for claiming unpaid overtime?
Federally, you have 2-3 years to file a lawsuit for unpaid wages (3 years for willful violations). State laws vary: California allows 3-4 years, New York allows 6 years. For administrative complaints, the timeframe is often shorter (1-2 years). Act quickly if you believe you're owed wages.
Do I have to be paid for meal breaks?
If you work during a meal break or cannot take a true break away from your workstation, that time must be paid. If you take an actual, uninterrupted break (usually 20+ minutes), it can be unpaid. Rules vary by state—check your state's Department of Labor for specifics.
Must hours across locations be combined?
Yes, for the same employer or joint employers.
Can timecards be corrected?
Yes, but actual work cannot be erased.
What amounts were ordered?
$51,775 in back wages and $31,436 in penalties.
⚖️ Statutory Legal Authority: Overtime pay calculations strictly follow the Fair Labor Standards Act (FLSA), 29 U.S.C. § 207 and U.S. Department of Labor (WHD) Regulations 29 C.F.R. Part 778. State daily overtime rules comply with California Labor Code § 510, Colorado COMPS Order #38, and Alaska Stat. § 23.10.060.