I don’t think this can happen now, but maybe I only think that because I’ve been living and working in more worker friendly states for 20+ years.
My wife worked for a regional retail chain (name still exists but has gone through bankruptcy several times so may not be the same legal entity) in 1993 just after graduating from college. She was classified as a “management trainee” with a salary of 19,500 a year.
She was stocking shelves, running a cash register and sweeping floors (and other similarly non-managerial tasks) for over 100 hours a week. She was to report to work at 6:30am and there was no fixed quitting time. Often she was working until midnight. There were four, five or six “management trainees” assigned to each store dnd it was apparent to her that their function was to cover the work that couldn’t be done by the hours “allowed” for hourly employees.
She quit after six weeks. She had been told this is a rotation program as an entryway into the corporate office, but that seemed to be an empty promise. At best she was looking at working a retail management job with ungodly hours after “graduating” from the traineeship.
Some years later she was notified of a lawsuit by the state DoL. She got a settlement check, which was disappointingly small, to put it mildly.
The federal minimum wage was $4.25 an hour. Her nominal hourly rate was $9.375 per hour (based on the 40 hour workweek and $19500 annual salary in her offer letter). She expected to get paid for all the hours worked over 40 for six weeks at $9.375 an hour. So at least a couple thousand dollars. What she actually got was pay for 540 hours (six weeks at estimated 90 hours a week) at $4.25 an hour, less the $9.375 X 40 X 6 she already got paid.
Effectively they calculated that if she was working 90 hours a week for $375 a week she was getting paid $4.17 an hour. So all she was owed was the difference between $4.27 and $4.25. The check was for $25.
I figured she’d at least get overtime rates for the hours over 40, but in their infinite wisdom the state DoL settled the case as described.
Theoretically they could have pursued a federal claim, but there was no way to organize this (in the pre-internet era) into a group large enough to make it worthwhile. Labor lawyer who gave her a free consultation did not seem interested.