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  • Actual for You - Unpaid Overtime - Stockbroker Lawsuits at AG Edwards, Edward Jones & Merrill Lynch

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    hey do not fall into the “administrative, professional, or executive” categories, and are compensated at least $455 a
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    Thousands of stock brokers, brokers assistants, and financial advisors that worked at AG Edwards, Edward Jones, and Merrill Lynch in Illinois, Missouri, and New Jersey may have been cheated out of their duly earned overtime pay by unscrupulous and dishonest brokerage firms.

    Federal and state laws cover a number of specific situations where certain employees can be denied overtime. Under the Fair Standards Labor Act, a worker is entitled to overtime pay if they do not fall into the “administrative, professional, or executive” categories, and are compensated at least $455 a

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    errill Lynch in Illinois, Missouri, and New Jersey may have been cheated out of their duly earned overtime pay by unscrupulous and dishonest brokerage firms.

    Federal and state laws cover a number of specific situations where certain employees can be denied overtime. Under the Fair Standards Labor Act, a worker is entitled to overtime pay if they do not fall into the “administrative, professional, or executive” categories, and are compensated at least $455 a

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    Federal and state laws cover a number of specific situations where certain employees can be denied overtime. Under the Fair Standards Labor Act, a worker is entitled to overtime pay if they do not fall into the “administrative, professional, or executive” categories, and are compensated at least $455 a

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    tain employees can be denied overtime. Under the Fair Standards Labor Act, a worker is entitled to overtime pay if they do not fall into the “administrative, professional, or executive” categories, and are compensated at least $455 a
    New Company in the Area and the Good Ole Boy Midwestern Sales Objection
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    hey do not fall into the “administrative, professional, or executive” categories, and are compensated at least $455 a week This amount, called the salary test, must not vary depending on quality or quantity of work. To determine occupational category, employers use the duties test. The federal duties test stipulates that an employee must perform non-manual or office work in a managerial or general business capacity and must also exercise “discretion and independent judgment” in regards to “matters of significance.” If an employee does not meet these tests, they qualify for o

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