Source: https://flsaovertimelaw.com/cases/
Timestamp: 2019-04-21 00:21:02+00:00

Document:
We represent many Field Sales Managers or FSMs from all over the United States who work or worked for Samsung and have sued Samsung for failure to pay overtime compensation for their overtime hours worked. Specifically, they allege that Samsung failed to pay them overtime owed due to its erroneous or incorrect classification of the FSM position as exempt from overtime. If true, this is illegal under federal law and certain state laws and the FSMs would be entitled to unpaid overtime compensation.
The law firm of Morgan & Morgan, P.A., has filed a collective action complaint against Samsung in federal court in Florida, as well as many individual arbitrations on behalf of FSMs throughout the country. Each of the lawsuits seek to recover all unpaid overtime wages owed to FSMs, liquidated damages, and attorneys’ fees and costs.
Click Samsung Overtime Lawsuits to learn more about the case.
If you are an eligible Field Sales Manager or former Field Sales Manager, who worked for Samsung within the last 3 years you may call (888)OVERTIME to learn more or click here to submit a request for information.
We represent many Field Sales Managers or FSMs from all over the United States who work or worked for 20/20 Communications and have sued 20/20 for failure to pay overtime compensation for their overtime hours worked. Specifically, they allege that 20/20 failed to pay them overtime owed due to its erroneous or incorrect classification of the FSM position as exempt from overtime. If true, this is illegal under federal law and certain state laws and the FSMs would be entitled to unpaid overtime compensation.
The law firm of Morgan & Morgan, P.A., has filed a collective action complaint against 20/20 in federal court in Florida, and is in the process of filing many individual arbitrations on behalf of FSMs throughout the country. Each of the lawsuits seek to recover all unpaid overtime wages owed to FSMs, liquidated damages, and attorneys’ fees and costs.
Mathias Salamon and other Associate Portfolio Managers who work/worked for Bayview Loan Servicing have sued Bayview for failure to pay overtime compensation for their overtime hours worked. Specifically, they allege that Bayview failed to include pay them overtime owed due to its erroneous or incorrect classification of the associate portfolio manager position as exempt from overtime. If true, this is illegal under federal law and certain state laws and the associate portfolio managers would be entitled to unpaid overtime compensation.
The law firm of Morgan & Morgan, P.A., has filed a collective action complaint against Bayview in federal court in Florida. The lawsuit seeks to recover all unpaid overtime wages owed to the class, liquidated damages, and attorneys’ fees and costs.
If you are an eligible Associate Portfolio Manager or former Associate Portfolio Manager, who worked for Bayview within the last 3 years you may call (888)OVERTIME to learn more or click here to submit a request for information.
Karen Palma, Hallie Selgert and other account service representatives (ASRs) who worked for MetroPCS have sued MetroPCS for failure to pay overtime compensation for their overtime hours worked. Specifically, they allege that MetroPCS failed to include pay them overtime owed due to its erroneous or incorrect classification of the ASR position as exempt from overtime. If true, this is illegal under federal law and certain state laws and the ASRs would be entitled to unpaid overtime compensation.
The law firm of Morgan & Morgan, P.A., has filed a collective action complaint against MetroPCS in federal court in Florida. To date, agents from multiple different states have joined the case. The lawsuit seeks to recover all unpaid overtime wages owed to the class, liquidated damages, and attorneys’ fees and costs.
Click MetroPCS Overtime Lawsuit to learn more about the case.
The Court in Palma v. Metro PCS Wireless, Inc. has conditionally certified the case as a collective action. To read the Order conditionally certifying the case click Palma v. Metro PCS Wireless, Inc.
If you are an eligible Account Service Representative or former Account Service Representative, who worked for MetroPCS within the last 3 years you may call (888)OVERTIME to learn more or click here to submit a request for information.
Manuel Lopez, an Unloader (also referred to as a Lumper or Freight Handler) employed by Best Loading Service, Inc. has filed a lawsuit against Best Loading challenging the legality of Best Loading‘s policy, whereby it does not pay its Unloaders overtime, when they work over forty (40) hours in a workweek. Lopez alleges that Best Loading violated the Fair Labor Standards Act (FLSA) and continues to do so by not properly paying eligible Unloaders proper overtime compensation, for all hours worked in excess of 40 hours in a week. Instead, the lawsuit alleges that Best Loading pays its Unloaders solely for production and fails to pay them additional compensation for overtime premiums, as required by the FLSA when they work over 40 hours in a work week. The lawsuit is seeking back pay and liquidated damages from the Defendant, as well as costs and attorney’s fees to compensate such eligible employees.
The law firm of Morgan & Morgan, P.A., has filed a collective action complaint against Best Loading in federal court in Tennessee.
All Unloaders, Lumpers and Freight Handlers who currently work for Best Loading (anywhere in the United States) or worked for Best Loading within the last three (3) years are eligible to join the case, if they worked over forty (40) hours in at least one workweek within the last three (3) years, but were not paid premium overtime pay for such overtime hours.
If you are an eligible Unloader, Lumper or Freight Handler, who worked for Best Loading within the last 3 years you may call (888)OVERTIME to learn more or click here to submit a request for information.
Elizabeth Thompson, Lynn Cardinale and other insurance agents who worked for Direct General have sued Direct General for failure to pay overtime compensation for all overtime hours worked. Specifically, they allege that Direct General failed to include earned commissions when calculating the overtime owed to all agents and also forced them to work off-the-clock without pay. If true, this is illegal under federal law and agents are entitled to additional overtime compensation.
The law firm of Morgan & Morgan, P.A., has filed a collective action complaint against Direct General and all of its subsidiaries for these employees and all other agents who worked for Direct General in federal court in Tennessee. To date, agents from Florida, Georgia, Tennessee and Missouri have joined the case. The lawsuit seeks to recover all unpaid overtime wages owed to the class, liquidated damages, and attorneys’ fees and costs. To read more about the case click here or here.
If you are an eligible Insurance Agent or former Insurance Agent, who worked for Direct General within the last 3 years you may call (888)OVERTIME to learn more or click here.
Antonio Ornelas and Betty Oswald, two former Paramedical employees, employed by Hooper Holmes (also known as Portamedic) have filed a lawsuit against Hooper Holmes challenging the legality of Hooper Holmes‘ policy, whereby it does not pay its Paramedical Examiners, Insurance Examiners, Phlebotomists, and other similarly situated employees who perform insurance exams, overtime, when they work over forty (40) hours in a workweek. Ornelas and Oswald allege that Hooper Holmes violated the Fair Labor Standards Act (FLSA) and continues to do so by not properly paying eligible examiners proper overtime compensation, for all hours worked in excess of 40 hours in a week. Instead, the lawsuit alleges that Hooper Holmes pays its examiners solely piece-rates (or by the appointment) and fails to pay them additional compensation for overtime premiums, as required by the FLSA when they work over 40 hours in a work week. The lawsuit is seeking back pay and liquidated damages from the Defendants, as well as costs and attorney’s fees to compensate such eligible employees.
All Paramedical Examiners, Insurance Examiners, Phlebotomists, and employees with similar duties, who currently work for Hooper Holmes, Portamedic or their affiliates (anywhere in the United States) or worked for Hooper Holmes, Portamedic or their affiliates within the last three (3) years are eligible to join the case, if they worked over forty (40) hours in at least one workweek within the last three (3) years, but were not paid premium overtime pay for such overtime hours.
While workers were/are treated as independent contractors, our investigation indicates that all current and former workers should have properly been classified as “employees” under the law. Thus, the case is brought on behalf of so-called “contractors,” and you may be entitled to pursue your claims for unpaid overtime, regardless of how Hooper Holmes may have classified you.
To learn more call (888)OVERTIME or click Overtime Lawyer.
Michael Kutzback, a former Unloader (also referred to as a Lumper or Freight Handler) employed by LMS Intellibound Logistics has filed a lawsuit against LMS Intellibound Logistics challenging the legality of LMS’s policy, whereby it does not pay its Unloaders overtime, when they work over forty (40) hours in a workweek. Kutzback alleges that LMS violated the Fair Labor Standards Act (FLSA) and continues to do so by not properly paying eligible Unloaders their full and proper overtime compensation, for all hours worked in excess of 40 hours in a week. Instead, the lawsuit alleges that LMS pays its Unloaders for production and fails to pay them additional compensation for overtime premiums for all overtime hours they work, as required by the FLSA when they work over 40 hours in a work week. The lawsuit is seeking back pay and liquidated damages from the Defendants, as well as costs and attorney’s fees to compensate such eligible employees.
The law firm of Morgan & Morgan, P.A., has filed a collective action complaint against LMS in federal court in Tennessee.
All Unloaders, Lumpers and Freight Handlers who currently work for LMS (anywhere in the United States) or worked for LMS within the last three (3) years are eligible to join the case, if they worked over forty (40) hours in at least one workweek within the last three (3) years, but were not paid premium overtime pay for such overtime hours.
If you are an eligible Unloader, Lumper or Freight Handler, who worked for LMS within the last 3 years you may call (888)OVERTIME to learn more or click here to submit a request for information.
Cooper v. East Coast Assemblers, Inc.
Justin Cooper, an Assembler employed by National Assemblers has filed a lawsuit against National Assemblers challenging the legality of National Assemblers‘ policy, whereby it does not pay its Assemblers overtime, when they work over forty (40) hours in a workweek. Cooper alleges that National Assemblers violated the Fair Labor Standards Act (FLSA) and continues to do so by not properly paying eligible Assemblers proper overtime compensation, for all hours worked in excess of 40 hours in a week. Instead, the lawsuit alleges that National Assemblers pays its Assemblers solely piece-rates and fails to pay them additional compensation for overtime premiums, as required by both the FLSA when they work over 40 hours in a work week. The lawsuit is seeking back pay and liquidated damages from the Defendants, as well as costs and attorney’s fees to compensate such eligible employees.
All Assemblers who currently work for National Assemblers (anywhere in the United States) or worked for National Assemblers within the last three (3) years are eligible to join the case, if they worked over forty (40) hours in at least one workweek within the last three (3) years, but were not paid premium overtime pay for such overtime hours.
To learn more call (888)OVERTIME or or click Overtime Lawyer.
Young, et al v. Dollar Tree Stores, Inc.
Former hourly Assistant Store Manager (ASM) employees of Dollar Tree, filed these related lawsuits against Dollar Tree Stores, Inc. challenging the Dollar Tree‘s policy of forcing hourly Assistant Store Manager employees to work off-the-clock, thereby failing to pay such employees for all times worked, resulting in minimum wage and overtime violations. The Young lawsuit is brought on behalf of current and/or former hourly Assistant Store Manager employees of Dollar Tree Stores, Inc. who have been, were, or are currently employed as an Assistant Store Manager for Dollar Tree at any location and at any time in the last three years, and were not paid for work performed during their meal periods, and/or were not paid for time spent making bank drops. The complaint alleges that plaintiffs are entitled to unpaid minimum wages and/or overtime compensation at the rate of time and one-half for all hours worked over 40 hours in a week, to the extent that the uncompensated time would have brought them over 40 hours per week.
The Court in Young v. Dollar Tree Stores, Inc. has conditionally certified the case as a collective action. To read the Order conditionally certifying the case click here.
To learn more call (888)OVERTIME or click here.
John Goodwyn, a Security Guard employed by Whitestone Group has filed a lawsuit against Whitestone Group challenging the legality of Whitestone Group‘s policy, whereby it does not pay its Security Guards overtime, when they work over forty (40) hours in a workweek. Goodwyn alleges that Whitestone violated the Fair Labor Standards Act (FLSA) and continues to do so by not properly paying eligible Security Guards proper overtime compensation, for all hours worked in excess of 40 hours in a week. Instead, the lawsuit alleges that when Security Guards work over 40 hours per week, they are paid straight time or their regular hourly rates, with no additional compensation for overtime premiums, as required by both the FLSA. The lawsuit is seeking back pay and liquidated damages from the Defendant, as well as costs and attorney’s fees to compensate such eligible employees.
The Whitestone Group settled a similar lawsuit in Ohio that had been brought by the Department of Labor (“DOL”). Under the terms of the Consent Agreement reached between the DOL and Whitestone, to settle the prior case, Whitestone promised to abide by the Fair Labor Standards Act’s overtime regulations. However, this lawsuit alleges that notwithstanding their prior agreement Whitestone has continued to flout the FLSA’s requirements.
All Security Guards who currently work for Whitestone Group (anywhere in the United States) or worked for Whitestone within the last three (3) years are eligible to join the case, if they worked over forty (40) hours in at least one workweek within the last three (3) years, but were not paid premium overtime pay for such overtime hours.
If you are an eligible Security Guard, interested in participating in the lawsuit, you may do so by completing and mailing the Consent to Join form OR faxing to (954)333-3515, along with a Contact Information Form. To learn more call (888)OVERTIME or click Overtime Lawyer.
Pridgen v. RAB Communications, Inc.
Alton Pridgen, a Technician employed by RAB Communications has filed a lawsuit against RAB Communications challenging the legality of RABCOM’s policy, whereby it does not pay its Technicians overtime, when they work over forty (40) hours in a workweek. Pridgen alleges that RABCOM violated the Fair Labor Standards Act (FLSA) and the New Jersey Wage and Hour Law (NJWHL) by not properly paying eligible Technicians proper overtime compensation, for all hours worked in excess of 40 hours in a week. Instead, the lawsuit alleges that when Technicians work over 40 hours per week, they are paid solely piece-rates, with no additional compensation for overtime premiums, as required by both the FLSA and the NJWHL. The lawsuit is seeking back pay and liquidated damages from the Defendant, as well as costs and attorney’s fees to compensate such eligible employees.
All Technicians who currently work for RAB Communications (anywhere in the United States) or worked for RAB Communications within the last three (3) years are eligible to join the case, if they worked over forty (40) hours in at least one workweek within the last three (3) years, but were not paid premium overtime pay for such overtime hours.
Victoria Zwerin, a former Bartendar employed by 533 Short North, LLC (“Park Street Patio“) and its ownership team, filed a lawsuit against Park Street Patio challenging the legality of Park Street Patio’s tip pool and its related failure to pay Bartenders for all hours worked, resulting in minimum wage and overtime violations. The Bartenders allege that Park Street Patio violated the Fair Labor Standards Act (FLSA) and Ohio law by including employees who are not typically tipped (management) in the tip pool and forcing tipped Bartenders to tip out such non-tipped employees. Such a tip pool arrangement is illegal, and if proven, would result in an award of full minimum wages for all hours worked, as well as overtime wages for hours worked, but not recorded, for Bartenders.
Based on our investigation, it appears that the ownership team, which owns Park Street Patio, Park Street Saloon, Park Street Cantina, Social, among others, requires all Bartenders to contribute into one common illegal tip pool, covering all of their bars, with management from all of the bars taking tips from the tipped Bartenders.
Therefore, all Bartenders who currently work for Park Street Patio, Park Street Saloon, Park Street Cantina, Social, or worked for them within the last three (3) years are eligible to join the case.
Read more about the case at the Columbus Dispatch website.

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