Comerica Assistant Branch Managers Overtime Pay

Comerica Bank assistant branch managers who were denied overtime pay may have legal recourse to seek compensation for unpaid wages. Commonly, assistant managers are categorized as employees who are ineligible for overtime pay, when in actuality, their job duties do not exempt them from time-and-a-half wages. While Comerica Bank has not been named among the institutions misclassifying employees, misclassified assistant branch managers at this or any other establishments may be able to make a claim under federal overtime law to recover up to three years of back pay.

If you were denied overtime pay as a Comerica Bank assistant branch manager, fill out our free case review form to find out if you can seek compensation for your unpaid overtime wages. There is a time limit for filing all unpaid overtime claims and failure to act within this window will prevent the employee from ever seeking compensation for their unpaid overtime.

Assistant Branch Managers

Under overtime law, employees are classified as either non-exempt (entitled to overtime pay) or exempt (not entitled to overtime pay). Those who are not entitled to overtime pay are said to fit an overtime exemption, one of which commonly applies to managers and executives. In some cases, an employer will give employees the title of manager or assistant manager in an attempt to classify these employees as executives who are ineligible to receive overtime pay. However, to truly fit this overtime exemption, the employee must meet a strict set of criteria which include the following: having the ability to hire and fire other employees; earning a salary of at least $455 per week; managing the company, a department or subdivision; and directing the work of at least two full-time workers. When an employee does not meet each of these criteria, they do not qualify under the executive exemption and therefore may be entitled to overtime pay. 

Overtime Lawsuits for Assistant Branch Managers

Assistant branch managers who suspect they were misclassified as “executives” may be able to seek compensation for unpaid overtime wages. Generally, assistant managers can help determine whether they have been misclassified by examining their job duties. If they perform routine tasks, rather than managerial duties (hiring employees, supervising), and do not receive overtime pay, they may have been misclassified. To learn more about the legal options which may be available to misclassified assistant branch managers, complete our free case evaluation today. You may be able to make a claim to recover up to twice the amount of overtime wages owed to you.