Overtime Rights at JPMorgan Chase: Are You Misclassified?
Dec 3, 2025
The $16.7 Million Settlement
JPMorgan Chase agreed to pay $16.7 million to resolve claims that it misclassified assistant branch managers as exempt from overtime. The lawsuit alleged these employees worked well over 40 hours per week but were denied the overtime pay required by law.
Key points:
JPMorgan Chase denied wrongdoing; settlements resolve claims without an admission of liability.
Not all managers are automatically owed back pay—eligibility depends on your actual job duties, not just your title or salary.
If you’re in a similar role, you may have rights under federal or state law.
Understanding Overtime Exemptions
The Fair Labor Standards Act (FLSA) requires overtime pay for hours over 40 per week unless you’re “exempt.” Exemption isn’t automatic—your actual duties and pay determine your status.
Executive exemption requires:
Salary of at least $684 per week ($35,568 annually), paid on a salary basis.
Primary duty is management.
Regularly direct the work of two or more employees.
Authority to hire/fire or significant input on those decisions.
Administrative exemption requires:
Same salary threshold.
Primary duty is office/non-manual work related to management or business operations.
Regular use of discretion and independent judgment on significant matters.
Why many “managers” aren’t exempt:
Spend most time on non-managerial tasks.
Don’t supervise two or more employees.
No real hiring/firing authority.
Follow scripts and procedures rather than exercising judgment.
The JPMorgan Pattern
The assistant branch manager lawsuit revealed a common scenario:
Job title suggested management, but actual work was customer service and sales.
Limited supervisory responsibilities and little real management authority.
Expected to work 50+ hours per week, but classified as exempt and denied overtime.
Signs You May Be Misclassified
Ask yourself:
What do I spend most of my time doing?
Do I actually manage other employees?
Do I have real authority over hiring, firing, or discipline?
Do I exercise independent judgment, or mostly follow procedures?
Do I work more than 40 hours per week?
Am I paid a salary regardless of hours?
Would I be paid more if I got overtime?
Does my title match what I actually do?
Red flags:
“Manager” title but no direct reports.
Most time spent on non-managerial tasks.
No real input on hiring or firing.
Working 50+ hours regularly without extra pay.
Calculating What You’re Owed
If you’re misclassified, you may be entitled to:
Back overtime: 1.5x your regular rate for hours over 40, going back 2 years (3 if willful).
Liquidated damages: Equal to back wages (doubling your recovery) if the violation was willful.
Attorney’s fees: JPMorgan pays if you win.
Example calculation:
Salary: $60,000/year ($1,154/week)
Regular rate: $28.85/hour (based on 40-hour week)
Overtime rate: $43.27/hour
If you worked 50 hours/week: 10 overtime hours × $43.27 = $432.70/week
Over 2 years: $432.70 × 104 weeks = $45,000+ in unpaid overtime
The Banking Industry Culture
Overtime violations are common in banking due to:
Pressure to work long hours (branch goals, quotas, customer service).
“Manager” titles given liberally to create appearance of exemption.
Many employees don’t realize they might be entitled to overtime.
How to Pursue a Claim
Gather evidence:
Document your actual job duties.
Track hours worked each week.
Save pay stubs and classification notices.
Note who you supervise and what decisions you make.
File a wage claim:
Department of Labor (Wage and Hour Division): www.dol.gov/agencies/whd/contact/complaints
State labor agency: May have additional remedies and longer deadlines.
Join or start a class action:
Misclassification often affects many employees.
Class actions pool resources and can result in policy changes.
Individual lawsuit:
For significant claims, consult an employment attorney (many offer free consultations).
State-Specific Considerations
Some states have stronger protections:
California: Stricter exemption tests, daily overtime (after 8 hours), longer statute of limitations, additional penalties.
New York: Higher salary threshold for exemption, strong enforcement.
Other states: Check your state’s overtime laws for additional remedies.
Key Deadlines and Remedies
Agency/Claim Type | Deadline to File |
|---|---|
DOL (federal) | 2 years (3 if willful) |
State agency (CA, NY) | 2–4 years |
Retaliation (EEOC) | 180 days |
Retaliation Protections
JPMorgan cannot retaliate against you for:
Asking about your classification.
Filing wage claims.
Discussing overtime with coworkers.
Participating in investigations.
If you experience retaliation:
Document everything.
File a retaliation complaint—these claims can succeed even if your overtime claim does not.
Using Caira to Evaluate Your Claim
Caira can help you:
Understand exemption criteria.
Evaluate your classification.
Calculate potential back wages.
Understand your state’s laws.
Prepare for filing claims.
Documents to upload:
Job description
Pay stubs
Records of hours worked
Information about your duties
Questions to ask Caira:
“Do my duties qualify for the executive exemption?”
“How do I calculate my unpaid overtime?”
“What’s the statute of limitations in my state?”
“How do I file a wage claim?”
Empower Yourself
You have rights under federal and state law. Many employees succeed by documenting everything and following the proper steps. Deadlines matter—act promptly to protect your claims.
Caira can help. She’s easy to chat with.
Caira helps you feel more confident and less anxious about employment law issues—whether you’re facing overtime, misclassification, or just want to understand your rights. Backed by 50,000 legal documents for all 50 states, Caira can:
Answer your questions instantly 24/7
Review and explain emails, policies, or termination letters
Draft statements or responses for HR or agencies
Give feedback on your filled-in forms or the other party’s arguments
Analyze your uploaded documents, screenshots, or pay stubs
Help you track deadlines and next steps for your state
Try Caira for free—no credit card required.
This information is for educational purposes and is not legal, financial, or tax advice. Wage and hour law is complex and fact-specific. Outcomes vary depending on the evidence submitted and its strength.
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