Did you work for The Scion Group LLC at any time during the past few years? Those who held positions of Maintenance Supervisors (MS), or similarly titled positions with similar work requirements, may be eligible to join a collective action case seeking to help with recovering overtime wages that The Scion Group failed to pay.
The plaintiffs are claiming that the company owes them payment for overtime they earned, and they are using this class-action lawsuit to seek the owed compensation. We believe The Scion Group is violating the federal overtime wage law in the FLSA (Fair Labor Standards Act). The Scion Group’s wage practices are violating the rights of employees with the MS job title and with similar job titles.
We are alleging through our lawsuit that The Scion Group failed to pay overtime wages to employees who were working in jobs performing primarily repair and maintenance work. Despite the job title that the company assigned to our representative plaintiff, he had no supervisory, hiring, or firing responsibilities.
Our representative plaintiff started working as a “Maintenance Supervisor” in December 2021. Others who were working in similar jobs for The Scion Group since that date, or even earlier, may be eligible to become part of this lawsuit.
We believe that all affected employees should be eligible to recover damages. These damages include unpaid wages for any hours worked beyond 40 hours per week, an equal sum of liquidated damages, and any attorney’s fees and costs.
DETAILS ABOUT THE SCION GROUP’S FAILURE TO PAY OWED OVERTIME WAGES
CASE: Andrew Giles, individually and on behalf of all others similarly situated, v. The Scion Group LLC, violation of Fair Labor Standards Act (FLSA) overtime wage laws.
Through this lawsuit, we are alleging that The Scion Group did not follow the FLSA and did not pay earned overtime wages to affected employees since at least December 2021.
We believe The Scion Group purposefully encouraged and forced employees to work beyond the normal 8-hour workday, denying them deserved overtime pay. At the time of his hiring, our representative plaintiff’s managers misled him to believe he was not eligible for overtime pay.
The company required MS employees to be “on call” one week per month, meaning these employees had to respond to any after-hours or weekend emergency calls, 24 hours a day, in addition to the regular workday assignments. MS employees received a $100 stipend for being on call, but no further compensation occurred for hours worked or for hours driving to the worksite.
Additionally, in order to complete the jobs managers assigned to him, our representative plaintiff frequently had to work more than 40 hours in a week when he was not on call. Maintenance Supervisors at The Scion Group did not clock in and out and did not record time for meal breaks.
We allege that managers at The Scion Group told employees they had to finish all assigned jobs to avoid falling short of production requirements, which could result in job termination. We allege The Scion Group knew and encouraged employees to work more than 40 hours without overtime pay to complete their assigned jobs.
Under the FLSA rules, The Scion Group should not force employees to work beyond the traditional workday to deny them receiving overtime pay. Additionally, these types of employees do not have traditional supervisory responsibilities and roles within the company, which would potentially make them exempt from receiving overtime pay.
Several present and former Maintenance Supervisors of The Scion Group recently joined the case along with our representative plaintiff. Others with similar job titles from this company, either current or past employees, may also be eligible to join the lawsuit. To learn more about this case, click here.
Representing Victims of Unfair FLSA Practices
At Feldman Legal Group, we frequently represent employees as plaintiffs in cases involving FLSA collective actions regarding non-payment of overtime. Some of the employees we represented in past cases, as well as in currently pending cases, worked at companies including Reliant Rehab, Cogent Communications, NinjaOne and NinjaRMM, Fleetcor Technologies, Select Rehabilitation, Strada Services, Verizon Connect, Verizon Connect Fleet, Total Insurance Brokers, Accenture, Managed Labor Solutions, Partsbase, Knight Enterprises, and others in similar FLSA collective actions.
Because of the practices of these companies, we believe that employees did not receive the overtime wages they earned. According to the federal FLSA and state wage laws, any non-exempt employees should receive a premium in wages for hours they work beyond the standard 40-hour work week.
As a result of our investigation into this case involving The Scion Group and similar past cases, we believe these companies try to work around overtime payment requirements by misrepresenting the responsibilities or titles of the employees or by forcing employees not to report overtime hours.
The Scion Group’s Violations of the FLSA
At Feldman Legal Group, we would like to speak with present and past employees of The Scion Group LLC about the company’s unfair overtime payment practices. Please contact us to discuss your situation.
Through our investigation, we believe that The Scion Group did not give credit for overtime to its employees who:
Worked hours beyond the 40-hour week
Worked uncompensated extra hours during weekdays and weekends while being on call 24/7
Did not record time off for meal breaks.
We are alleging that The Scion Group frequently expected and encouraged the employees to work hours beyond the 40-hour week without recording these hours as overtime. The company’s requirement that employees complete all jobs assigned to them in a week, no matter how long they required, often resulted in the need to work more than 40 hours in a week.
While investigating the case involving our representative plaintiff, we learned that The Scion Group called this job a Maintenance Supervisor, even though these employees had no supervisory capabilities. We also learned that during periods in August, all maintenance supervisors had to work 14 consecutive days of 10 to 12 hours per day to prepare for the “move in” period at the college student housing properties the company operates. Again, MS employees received no specific overtime pay for these extra hours worked.
The company expected our representative plaintiff and others to hit productivity requirements and to complete all assigned jobs, regardless of whether these tasks would require more than 40 hours in any week. Most of the time, our representative plaintiff had to work multiple extra hours to meet the requirements. The company threatened termination if employees failed to meet their productivity requirements.
We learned that the company knew employees were working more than 40 hours per week. However, the company misled these employees to believe they were ineligible to earn overtime pay.
We are demanding that The Scion Group should pay for these extra hours that the employees worked (or that the company knew or should have known that the employees worked) at 1.5 times the regular rate of pay, as required under FLSA.
If you also worked under these conditions, our team would like to speak with you. We would like to gather more information on The Scion Group’s practices regarding denying overtime pay.
Please contact us for a 10- or 15-minute phone call about your experiences with this company and about your beliefs regarding any FLSA violations by the company. You are under no obligation to join the lawsuit or to work with us after this telephone call.
HAVE YOU WORKED AS A MAINTENANCE SUPERVISOR AT THE SCION GROUP LLC?
Feldman Legal Group would like to speak to anyone with information regarding the scheme at The Scion Group to deny Maintenance Supervisors and those with similar job titles the ability to earn overtime pay, even though under the FLSA they deserve overtime pay. This scheme dates to December 2021 and almost certainly earlier. Our employment attorneys want to interview you about your experiences with the company.
If you believe you deserved overtime wages that you did not receive while working as an MS or in any other similar position at The Scion Group LLC, please contact us. We would like to set up a time that is convenient for you to discuss your situation and experiences in this job position.