Plaintiff alleges that she and other similarly situated employees were not compensated in accordance with federal and Nevada wage laws. Under the Fair Labor Standards Act (“FLSA”), employees must be paid a rate of not less than one and one-half times their hourly rate of pay for all hours worked over forty (40) in a workweek. Under Nevada law, employees must be paid the minimum wage or their regular rate of pay for all hours worked, including short rest periods, and where unpaid time results in work greater than eight (8) hours in a workday, this time must be paid at the employee’s applicable overtime rate. Plaintiff alleges that Defendant’s commission-only compensation system does not properly pay employees for all hours worked at the correct minimum, regular, and/or overtime rate of pay. Further, Plaintiff alleges that non-discretionary bonuses were not included in the calculation of employees’ overtime premium rate of pay.
Plaintiff demands for herself and for similarly situated individuals’ payment from Defendant at the minimum, regular, and/or overtime rate of pay for all hours worked during the relevant time period, 60 days of pay as continuation wage/waiting time penalties, together with attorneys’ fees, costs, and interest as provided by law.
This case is stayed pending mediation tentatively scheduled for mid-September 2025.
If you work or have worked for Hilton Grand Vacations at any time between November 18, 2021, to the present and were subject to the salesperson’s timeshare compensation plan, please contact Thierman Buck immediately to discuss your rights.
Photo: Anna Shvets | License
