“Promoted to Manager just to Cut Pay?” – Fighting Title Inflation
“I got a promotion, but my hourly rate effectively dropped below minimum wage.”
Client C was a diligent worker at a trading company. After a year, he was promoted to “Manager.” He was thrilled—until the company told him, “Now that you are a Manager (Exempt), you don’t get overtime.” Despite the new title, his work remained exactly the same: moving boxes in the warehouse and filing simple invoices. He had no authority to supervise others or make independent decisions. Because of the forced overtime without extra pay, his effective hourly rate plummeted.
Song Law Firm’s Legal Analysis: Exposing “Title Inflation”
This is a classic tactic used to exploit workers. Under federal labor law, qualifying for the “Administrative Exemption” is strict. A fancy title on a business card is not enough. To be exempt from overtime:
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The primary duty must be non-manual work directly related to management or business operations.
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The employee must exercise “Discretion and Independent Judgment” on significant matters.
Song Law Firm analyzed thousands of Client C’s emails and work logs. We proved that he merely followed orders and had no decision-making power. He was a “Manager” in name only, but a “Worker” by law.
The Result: Reclassification and 100% Recovery
Confronted with our legal analysis, the company conceded.
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Result 1: Retroactive calculation of all overtime hours from the date of his “promotion.”
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Result 2: Extended the Statute of Limitations from 2 years to 3 years by proving the company’s violation was “Willful.”
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Result 3: Recovered 100% of the claimed amount through mediation.
Are you being exploited under the guise of a promotion? Song Law Firm will help you reclaim your true rank and your rightful pay.
[Contact Us]
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KakaoTalk Channel: Song Law Firm
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Phone: 201-461-0031
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Email: mail@songlawfirm.com
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Website: www.songlawfirm.com
Disclaimer: Prior results do not guarantee a similar outcome. This content is for informational purposes only and does not constitute legal advice. Please consult with an attorney regarding your specific situation.
