An $8 million settlement was recently reached in a Fair Labor Standards Act (FLSA) class action that raised the complex issue of whether or how an employer should include equity compensation when calculating an employee’s regular rate for purposes of overtime pay. The preliminary settlement in Bowlay-Williams v. Google, LLC, No. 21-09942 (N.D. Cal.), resolved claims that an employer violated the FLSA by failing to include the value of restricted stock units and bonuses when calculating overtime pay.
Members of the Center for Workplace Compliance (CWC) can read more here.