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{"id":1601,"date":"2004-03-29T08:00:33","date_gmt":"2004-03-29T08:00:33","guid":{"rendered":"https:\/\/www.paymeovertime.com\/?p=567"},"modified":"2004-03-29T08:00:33","modified_gmt":"2004-03-29T08:00:33","slug":"underwriters-get-overtime-pay","status":"publish","type":"post","link":"https:\/\/www.california-labor-law-attorney.com\/underwriters-get-overtime-pay\/","title":{"rendered":"Should Underwriters get Overtime Pay?"},"content":{"rendered":"

[headline]Underwriters May be Non-Exempt Employees[\/headline]<\/strong><\/p>\n

\"Woman<\/p>\n

Administrator\u2019s Interpretation No. 2010-1<\/a>\u00a0was announced by the Department of Labor<\/a> \u00a0stating they believe that\u00a0\u201cemployees in the financial services industry, regardless of the job title assigned, who perform the typical job duties of a mortgage loan officer, may be entitled to overtime pay.\u201d This statement will have a large effect on the banking and loan industry because the California courts do take the federal opinions in to great consideration when interpreting California law. It could mean countless numbers of law suits resulting in millions in back wages for overtime pay and missed meals and breaks<\/p>\n

Banking and loan employees in California such as underwriters, loan officers, analysts, escrow closers, claims adjusters, and brokers of financial products who have been misclassified as exempt from overtime may now be entitled to overtime pay.<\/p>\n

Under Federal regulations, a financial services employee works in a bona fide administrative capacity if they perform work<\/p>\n

\u201cdirectly related to management policies or general business operations\u201d and \u201ccustomarily and regularly exercises discretion and independent judgment, then they are likely classified as an exempt employee.\u201d<\/p>\n

This is different than an employee who may work in a \u201c\u2018production\u2019 or, in a retail or service establishment, \u2018sales\u2019 work.\u201d<\/p>\n

The Administrator\u2019s interpretation stated, \u201ca careful examination of the law as applied to the mortgage loan officers\u2019 duties demonstrate that their primary duty is making sales and, therefore, mortgage loan officers perform the production work of their employers.\u201d<\/p>\n

The Second Circuit Court of Appeals recently issued a similar decision in\u00a0Davis v. J.P. Morgan Chase & Co.<\/a>\u00a0The court decided that underwriters use company guidelines to approve loans and thus were performing non-exempt duties, so they should be classified as \u201cproduction\u201d workers and entitled to overtime pay. The Court noted that a distinction between employees directly producing the goods or services that were the primary output of a business, and employees performing general administrative work applicable to the running the business, who regularly exercised discretion and independent judgment.<\/p>\n

There are a lot of California banking and loan employees who may have been misclassified as exempt employees just like Davis was. As a result, thousands of California\u2019s financial services employees may be entitled to overtime pay. If owed overtime pay, the employees may collect up to four years of back pay under California\u2019s overtime pay laws.<\/p>\n

California underwriters are likely owed overtime pay. The duties and job function of underwriters have been reviewed in a recently decided case called Davis v. J.P. Morgan. The second circuit court found that underwriters approved loans under established company guidelines and their duties are for the most part non exempt duties, and therefore these employees are entitled to overtime pay. The Second Circuit stated, \u201cUnderwriters were given a loan application and followed procedures specified in the Credit Guide in order to produce a yes or no decision.\u201d<\/p>\n

This case raises a few red flags that many California underwriters may be misclassified as exempt employees when in fact they should probably be hourly employees. This could mean millions of dollars in back pay for overtime and missed meal and rest breaks. Some of the largest institutions employing underwriters in California are\u00a0Citigroup<\/a>\u00a0(NYSE: C),\u00a0J.P. Morgan<\/a>(NYSE:JPM)\u00a0Bank of America<\/a>\u00a0(NYSE:BAC) and\u00a0Wells Fargo<\/a>\u00a0(NYSE:WFC).<\/p>\n

Underwriters in California, if owed overtime pay, may collect up to 4 years of back pay under the liberal California overtime pay laws.<\/p>\n

Labor law is complex; if you have any questions regarding your employment it is recommended that you contact a\u00a0California labor law attorney<\/a>\u00a0who can help you understand your rights and in many cases will review your situation without charge.<\/p>\n

\n

Photo Credit: Shutterstock\/Africa Studio<\/p>\n","protected":false},"excerpt":{"rendered":"

[headline]Underwriters May be Non-Exempt Employees[\/headline] Administrator\u2019s Interpretation No. 2010-1\u00a0was announced by the Department of Labor \u00a0stating they believe that\u00a0\u201cemployees in […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[52,1],"tags":[],"class_list":["post-1601","post","type-post","status-publish","format-standard","hentry","category-overtime","category-uncategorized"],"acf":[],"yoast_head":"\nShould Underwriters get Overtime Pay? - UELG<\/title>\n<meta name=\"description\" content=\"New Federal regulations may effect California overtime and wage law for Underwriters, loan officers and other financial workers. 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