CASES WE HANDLE/
The cases handled by the seasoned litigators at Feldman Legal Group show our winning results. We fight for our clients’ rights and get them the compensation they deserve. Here are some details about a number of cases we have pending as well as those we’ve won.
Pending Cases
- Cogent Communications
- NinjaOne And Ninjarmm
- Fleetcor Technologies
- Select Rehabilitation
- Strada Services
- Verizon Connect (Bates and Hall v. Verizon Connect)
- Total Insurance Brokers
- Accenture (fka N3 Results)
- Managed Labor Solutions
- Verizon Connect Fleet (Garnick and Romeo v. Verizon Connect)
- Partsbase
- Knight Enterprises
Cases Won
PENDING - LAWSUIT FOR OVERTIME WAGES OWED BY COGENT COMMUNICATIONS, INC./
Did you work for Cogent Communications Holdings, Cogent Communications of South East, or Cogent Communications at some point during the past few years? Those who held inside sales representative positions, including any of several account manager positions and similarly titled positions, may be eligible to join a collective action case seeking to help these employees recover overtime wages Cogent Communications failed to pay to them.
The plaintiffs are using this class-action lawsuit to seek compensation the company owes them for unpaid overtime, underpaid overtime, unpaid commissions, and underpaid commissions. Through Cogent Communications’ wage practices for its inside sales reps, we believe the company is violating the Federal Overtime wage law in the FLSA Fair Labor Standards Act.
Through our lawsuit, we are alleging that Cogent Communications companies failed to pay overtime wages to employees who were working in inside sales jobs and similar jobs. Our representative plaintiff started working for Cogent in January 2019. Others who were working in similar jobs for this company since January 2019 or, in some cases, even earlier than 2019 may be eligible to become part of the lawsuit.
Through our position, we believe that all affected employees have an eligibility to recover damages. We believe these damages would include wages unpaid or underpaid for any hours worked in excess of 40 per week, as well as an equal sum of liquidated damages and any attorney’s fees and costs.
DETAILS ABOUT COGENT COMMUNCATIONS’ FAILURE TO PAY OWED OVERTIME WAGES/
CASE: Nasser Zaki, individually and on behalf of all others similarly situated, v. Cogent Communications Holding Inc., Cogent Communications of South East Inc., and Cogent Communications Inc., violation of Fair Labor Standards Act (FLSA) overtime wage laws.
Through this lawsuit, we are alleging that Cogent Communications failed to follow the FLSA law by not paying overtime wages to affected employees working as inside sales representatives since at least January 2019.
To avoid paying overtime wages, we believe Cogent Communications used various job titles that would indicate certain employees were not eligible for overtime pay, even though they were working in jobs that would make them eligible for overtime pay. We are alleging that these positions, regardless of what Cogent called them, consist of non-exempt employees under the FLSA definition, meaning they deserve an hourly wage and overtime pay.
Some of the job titles Cogent Communications used to try to classify certain employees as being part of management and exempt from receiving overtime pay included:
- Regional Account Manager (RAM)
- National Account Manager (NAM)
- Global Account Manager (GAM)
The defendant potentially used other job titles. Employees often used these job titles to describe their own jobs as well.
To learn more about this case, click here.
Common Unfair 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 NinjaOne and NinjaRMM, Fleetcor Technologies, Select Rehabilitation, Strada Services, Verizon Connect, Verizon Connect Fleet, Total Insurance Brokers, Accenture, Managed Labor Solutions, 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.
Companies try to work around these requirements to pay overtime by misrepresenting the responsibilities or titles of the employees, making it appear as though these employees are exempt from having the opportunity to earn overtime pay. Through our work on this case, we believe Cogent Communications is performing this type of misrepresentation.
Cogent Communications’ Violations of the FLSA
At Feldman Legal Group, we would like to discuss with past employees of Cogent the company’s unfair overtime payment practices. Please contact us to discuss your situation.
Through our investigation, we believe that Cogent Communications did not give credit for overtime to its employees who:
- Worked through all or part of the one-hour lunch break time
- Worked hours before the official start of the workday
- Worked hours after the official end of the workday
- Worked weekend hours.
We are alleging that Cogent Communications frequently expected and encouraged the employees to work hours outside of the normal workday without recording these hours as overtime.
Our Investigation
While investigating the case involving our representative plaintiff, we learned that he and other account managers worked through the entire lunch hour break for one or multiple days a week.
Additionally, he and other account managers often took less than the one-hour lunch break and ate lunch at their desks while working. This occurred anywhere from one to five days in many work weeks. People in these inside sales positions who were working through these breaks deserved overtime pay.
We also discovered that Cogent Communications did not make use of a timesheet that allowed inside sales reps to record the start or stop time of any lunch breaks. Therefore, the timesheet always assumed that employees took the entire one-hour break, rather than allowing the employees to accurately record their work hours.
Finally, we learned that Mr. Zaki is alleging he and other account managers often felt pressure to work hours before the workday, after the workday, and on the weekends. They also felt pressure to work these hours without receiving overtime, because the company’s policy on overtime was that any employee who planned to work overtime had to have management pre-approve any extra work hours. However, management had a standing policy of refusing to approve overtime hours, so employees felt they had no opportunity to receive approval for overtime.
Because of this failure to pay for overtime hours worked, our representative plaintiff believes the company also underpaid commissions he earned, as commission payments tied into weekly salary amounts. Had he received his proper overtime pay, an increase in his commission pay also should have occurred.
Get Help from Our Attorneys If You Believe You Weren’t Paid for Overtime
If you also worked under these conditions, our team would like to speak with you. We would like to gather more information on Cogent Communications’ practices regarding overtime pay for inside sales reps.
Please contact us for a 10- or 15-minute phone call about your experiences with Cogent and about your beliefs regarding any FLSA violations the company performed. You are under no obligation to join the lawsuit or to work with us after this telephone call.
Please review the below collective action complaint for more information about the case.
View the Nasser Zaki v. Cogent Communications, Inc., Collective Action Complaint
HAVE YOU WORKED AS AN INSIDE SALES REP AT COGENT COMMUNICATIONS HOLDINGS, COGENT COMMUNICATIONS OF SOUTH EAST, OR COGENT COMMUNICATIONS?/
Feldman Legal Group would like to speak to anyone with information regarding the scheme at Cogent Communications to deny inside sales representatives the ability to earn overtime pay, even though the FLSA shows that they deserve overtime pay. This scheme dates to January 2019 and perhaps 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 a RAM, NAM, GAM, or any other similar position at Cogent Communications, please contact us. We would like to set up a time that is convenient for you to discuss your situation and experiences in any of these types of job positions.
PENDING - LAWSUIT FOR OVERTIME WAGES OWED BY NINJAONE/
Did you work for NinjaOne or NinjaRMM LLC at some point during the past few years? Those who held inside sales representative, account manager, or account executive positions and similar positions at these companies may be eligible to join a collective action case seeking to recover unpaid overtime wages.
Through this class-action lawsuit, the plaintiffs are seeking to recover compensation, alleging that these companies failed to pay or underpaid overtime that the plaintiffs deserved to receive. The lawsuit is alleging that these companies participated in a payment practice that violates the Federal Overtime wage law in the Fair Labor Standards Act (FLSA).
We are alleging through this lawsuit that the NinjaOne companies chose not to pay overtime wages to some of the employees who held inside sales jobs and related jobs. Our representative plaintiff began working for the defendant in May 2019 and ended his employment in January 2022. Anyone who worked for NinjaRMM or NinjaOne in a similar position during this time frame or even before this time could be eligible to join the lawsuit.
It is our position that these employees are eligible to recover damages. Such damages would include receiving any unpaid or underpaid wages for overtime at 1.5 times the regular rate for the employee. Additionally, we are seeking liquidates damages, attorney’s fees and costs, and any other related damages.
DETAILS ABOUT NINJAONE’S FAILURE TO PAY OWED OVERTIME WAGES/
CASE: Kyle Van Vlack, individually and on behalf of all others similarly situated, v. NinjaRMM LLC d/b/a NinjaOne, violation of Fair Labor Standards Act (FLSA) overtime wage laws.
Through this lawsuit, we are alleging that NinjaOne did not pay the required overtime wages or that NinjaOne underpaid overtime wages to affected employees. The affected employees were working in jobs related to inside sales since at least May 2019 and perhaps earlier.
We believe NinjaOne and its related companies made use of certain job titles to attempt to avoid paying overtime wages to employees who deserved them. Through the use of these job titles, NinjaOne made it appear as though these employees did not deserve extra pay for overtime hours worked. Instead, we allege that these positions actually qualify as non-exempt employees who deserved hourly pay, including overtime pay, as defined in the FLSA.
Some of the job titles NinjaOne allegedly used to improperly classify these employees, and that the employees often used to describe themselves, include:
- Inside Sales Representative (ISR)
- Sales Development Representative (SDR)
- Account Manager
- Account Executive
To learn more about this case, click here.
Common Unfair 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 worked at companies including Fleetcor Technologies, Select Rehabilitation, Verizon Connect, Total Insurance Brokers, Strada Services, Knight Enterprises, Managed Labor Solutions, Sage Software, Partsbase, and others in similar FLSA collective actions.
We believe that these companies cheated their employees out of the overtime wages they deserved. State wage laws and the federal FLSA require that all non-exempt employees receive a premium in wages for any hours they work in excess of a standard 40-hour work week.
Companies sometimes will misrepresent their employees’ ability to earn overtime hours in certain jobs. They also may purposefully classify their employees as being exempt from earning overtime pay, even when this is not true. We believe NinjaOne fits this definition.
NinjaRMM and NinjaOne’s Violations of the FLSA
If you believe you received unfair treatment from the NinjaOne companies regarding overtime pay you deserved, please reach out to Feldman Legal Group. Some of the ways in which NinjaOne potentially failed to credit its employees for overtime hours worked include:
- Working through allowed break times, including the one-hour lunch break
- Working before the official start time of 8 a.m.
- Working after the official ending time of 5 p.m.
- Working on weekends
Our lawsuit alleges that the company routinely encouraged its employees to work outside of the normal weekday working hours.
Our Investigation
In the case involving our representative plaintiff, at the time of his hiring, the company told him he was working in an exempt salaried position. This means he expected not to receive pay for overtime hours worked, even if he needed to work these extra hours to hit his sales quotas. He assumed NinjaOne was complying with federal FLSA laws regarding his position.
He routinely worked past 5 p.m. on weekdays and during the weekends to set up and attend demonstrations and appointments with potential clients. The company never asked him to record his time worked using an official time clock or using timecards. We allege that the defendant purposefully misled its employees and expected them to work beyond the 40-hour work week without the compensation they deserved.
Since the time we initially set up this lawsuit, five other SDRs who worked at NinjaOne joined the representative plaintiff.
We are seeking to obtain more information about employees who worked under these conditions. Please contact us for a 10-to-15-minute phone call to discuss your experience with working for NinjaOne.
We want to learn more about any FLSA wage violations that the NinjaOne and NinjaRMM companies committed. You are under no obligation to join the lawsuit or to work with us after this telephone call.
Please review the below collective action complaint for more information about the case.
HAVE YOU WORKED WORKED AS AN INSIDE SALES REP AT NINJAONE OR NINJARMM?/
If you have information regarding the scheme at NinjaOne or NinjaRMM to avoid paying overtime or to underpay overtime hours to employees who deserve overtime pay since May 2019, and perhaps earlier, the employment attorneys at Feldman Legal Group would like to interview you about your experiences with the company.
If you believe NinjaOne did not pay the overtime wages that you earned as an ISR or SDR, please reach out to us. Let us set up a time that is convenient for you to speak with us about your experience.
PENDING - LAWSUIT FOR OVERTIME WAGES OWED BY FLEETCOR TECHNOLOGIES/
Did you work for Fleetcor Technologies Operating Company or Fleetcor Technologies Inc. at some point during the past few years? Those who held inside sales representative positions and similar positions at these companies may be eligible to join a collective action case seeking to recover unpaid overtime wages.
This class-action lawsuit aims to recover compensation for overtime wages that the companies failed to pay or underpaid for those working in positions with duties similar to inside sales representatives. This lawsuit alleges that this practice represents a wage violation of the FLSA (Fair Labor Standards Act).
Through the lawsuit, we are alleging that the Fleetcor Technologies companies failed to pay overtime wages to certain employees who held jobs related to inside sales. Those who meet these criteria and who worked for Fleetcor in the period from December 2018 to December 2021 may be eligible to join the lawsuit.
We believe these employees deserve to recover damages, including unpaid or underpaid overtime wages at 1.5 times the employee’s regular rate, liquidated damages, attorney’s fees and costs, and other damages.
DETAILS ABOUT FLEETCOR'S FAILURE TO PAY OVERTIME WAGES/
CASE: Jaan Marion, individually and on behalf of all others similarly situated, v. Fleetcor Technologies Operating Company LLC and Fleetcor Technologies Inc., violation of Fair Labor Standards Act (FLSA) overtime wage laws.
Our lawsuit alleges that Fleetcor failed to pay required overtime wages or underpaid overtime wages to affected employees working in jobs related to inside sales since December 2018.
These Fleetcor Technologies companies used certain job titles to attempt to classify employees as being ineligible for overtime pay or as being ineligible for extra pay as part of overtime hours. However, as defined in the FLSA, we allege the employees who worked in inside sales representative positions should have been non-exempt, hourly-paid employees, making them eligible for overtime pay.
Some of the affected job titles, which the company used to refer to the employees or that the employees used to describe themselves, include:
- Account Manager
- Regional Account Manager
- Account Executive
- National Sales Account Manager
- Sales Executive
- Outbound Sales Rep
- Territory Salesman
- Business Sales Consultant
- Business Developer
- Regional Account Executive
- Senior Sales Fleet Management Consultant
- Fuel and Business Expense Management Consultant
- Sales Representative
- Elite Sales Rep
- Customer Success Manager
To learn more about this case, click here.
Common Unfair Practices
At Feldman Legal Group, we have represented employees at companies including Verizon Connect, Total Insurance Brokers, Strada Services, Fleetmatics, N3 Results, Managed Labor Solutions, Sage Software, Partsbase, Discrete Wireless d/b/a Nextraq, Granite Telecom, and others in similar FLSA collective actions.
The accusations against these companies state that they cheated their employees out of the overtime wages they earned, violating the federal Fair Labor Standards Act and state wages laws. The FLSA says non-exempt employees must receive a premium in payment for hours worked beyond the standard 40-hour week (i.e., overtime hours).
Some companies mislead their employees regarding FLSA by discouraging reporting of overtime and by misclassifying the employees as exempt from overtime payment, which is the type of violation we are alleging against Fleetcor with this lawsuit.
We have brought lawsuits on behalf of employees in other Fleetcor companies over the past six years for similar wage violations, including in the following cases:
- Jones and Bridgeforth v. Fleetcor
- Green v. Fleetcor
- Mitchev and Sellers v. Fleetcor Operating Company LLC
- Miller v. Fleetcor
- Joshua Walker v. Fleetcor Operating Company LLC, et al
- Taylor v. Fleetcor Technologies Operating Company, LLC
- Hill v. Fleetcor Technologies Operating Company, LLC
- Morrison v. Fleetcor Technologies Operating Company, LLC (pending)
Fleetcor’s Violations of the FLSA
Contact us for a no-obligation discussion if you have experienced any unfair overtime pay calculation as an employee of the Fleetcor Technologies companies. Some of the ways these companies failed to credit and pay employees for their overtime hours included having employees:
- Work through part or all of the companies’ permitted meal breaks
- Work outside of normal shift hours
- Fail to receive commissions or bonuses, based on the regular rate of pay
- See managers change their submitted records for overtime hours worked
We want to hear about your work experience with Fleetcor in a 10-to-15-minute phone call.
Our Investigation
As we investigate the alleged FLSA wage violations from the Fleetcor companies, we want to speak with employees who experienced these violations. We want to speak with you to further verify the facts about the company’s illegal practices regarding overtime pay. You are under no obligation to join the lawsuit after speaking with us.
Please review the below collective action complaint for more information about the case.
HAVE YOU WORKED AT FLEETCOR?/
If you have information regarding the scheme at Fleetcor to deny paying overtime to deserving employees in sales rep and similar positions, the employment attorneys at Feldman Legal Group want to speak with you about what happened.
If you believe Fleetcor did not pay the overtime wages that you deserved, please contact us. We will set up a convenient time to speak with you about your experience.
PENDING - LAWSUIT FOR OVERTIME WAGES OWED BY SELECT REHAB/
Did you work for Select Rehab at some point during the past few years? Those who held inside Program Manager, Physical Therapist and similar therapist positions at this companies may be eligible to join a collective action case seeking to recover unpaid overtime wages.
This class-action lawsuit aims to recover compensation for overtime wages that the companies failed to pay or underpaid for those working in positions with duties similar to therapists of all types and Program Managers. This lawsuit alleges that this practice represents a wage violation of the FLSA (Fair Labor Standards Act).
Through the lawsuit, we are alleging that the Select Rehab failed to pay overtime wages to certain employees who held jobs related to therapy and program management positions. Those who meet these criteria and who worked for Select Rehab in the past three years (back through the beginning of 2019) may be eligible to join the lawsuit.
We believe these employees deserve to recover damages, including unpaid or underpaid overtime wages at 1.5 times the employee’s regular rate, liquidated damages, attorney’s fees and costs, and other damages.
DETAILS ABOUT SELECT REHAB'S FAILURE TO PAY OWED OVERTIME WAGES/
CASE: Christine McLaughlin, Crystal Vanderveen, and Justin Lembke, individually and on behalf of all others similarly situated, v. Select Rehabilitation LLC, in violation of Fair Labor Standards Act (FLSA) overtime wage laws.
Our lawsuit alleges that Select Rehab failed to pay required overtime wages or underpaid overtime wages to affected employees working in jobs related to inside sales since the beginning of 2019.
McLaughlin is now joined in this case by 13 other present and former Select Rehab Program Managers and Therapists who also claim to have been forced to suffer similarly working many hours of overtime off the clock without being paid for this time as required by state and Federal overtime wage laws, such as the FLSA.
Our Lawsuit alleges that McLaughlin, a Program Manager-Physical Therapist, Vanderveen, a Program Manager-SLP, and Justin Lembke, a Physical Therapy Assistant, were forced to suffer to work off the clock and without being paid overtime premiums, meaning time and one half their regular rates of pay, for all hours worked in violation of well-settled, indisputable law as per Section 207 of the Fair Labor Standard ACT (FLSA).
McLaughlin, Vanderveen and Lembke allege that their superiors, including the regional manager and even the VP’s, and thus the company itself, not only knew they worked off the clock and without being paid overtime wages in willful violation of the FLSA, but that they were pressured to do so under fear of discipline, including termination of their employment and by discouragement of working this hours on the clock because of a productivity requirement related to the amount of billable time to Medicare. McLaughlin, Vanderveen and Lembke explain that the company knows that the job of a program manager cannot be performed within 40 hours in a week, but that the company warned them against reporting or claiming their overtime hours but unlawfully encouraged, pressured and permitted them to work off the clock without pay, including on weekends, and pursuant to a company De Facto (unwritten) policy that said no overtime hours on the clock. Similarly, Lembke claims that in order to meet his high productivity requirement of 94%, and treat all the patients as well as complete all the paperwork, he also had to routinely work off the clock during the week, and which the company knew was happening. The work of the Program Manager is well known by Select Rehab to work on the weekends handling scheduling and staffing as well as to be always on call for other staff.
Plaintiff Lembke, a former Physical Therapy Assistant, alleges that while required by Select Rehab to treat patients and bill 8 hours per day, and hit 85% productivity quota, she had to spend numerous hours inputting data, her notes and satisfy reporting requirements which forced her to work more than 40 hours routinely and off the clock, and with the knowledge of the PM and others, and thus the company. Doe, and McLaughlin allege that if they worked overtime hours on the clock they were warned they would be fired, but were simultaneously encouraged and pressured to work all the extra hours to meet productivity requirements and complete all their job duties or be fired.
McLaughlin, Vanderveen and Lembke allege that if they worked overtime hours on the clock they were warned they would be fired, but were simultaneously encouraged and pressured to work all the extra hours to meet productivity requirements and complete all their job duties or be fired.
Select Rehabilitation, LLC used certain job titles to attempt to classify employees as being ineligible for overtime pay or as being ineligible for extra pay as part of overtime hours. However, as defined in the FLSA, we allege the employees who worked in Program Manager, Therapist and similar positions should have been eligible for overtime pay.
Some of the affected job titles, which the company used to refer to the employees or that the employees used to describe themselves, include:
- Program Manager
- Director of Rehab
- Therapist
- Therapy Assistant
- Occupational Pathologist
- Physical Pathologist
- Speech Pathologist
To learn more about this case, click here.
The Fair Labor Standards Act requires Select Rehab to pay all non-exempt, hourly paid employees time and one half (1.5) their regular rate of pay for all overtime hours that any employee works each week, and for all hours it knows are worked, or should know were worked. Here, as Plaintiffs McLaughlin, Vanderveen, and Lembke explain and contend in the Amended Collective Action lawsuit and complaint, if Select Rehab has any reason to know that any employee is working off the clock, or encouraged it, they are legally required to pay all these hours, plus an equal sum in liquidated damages going back a 3 year period.
Common Unfair Practices
At Feldman Legal Group, we have represented employees at companies including Fleetcor Technologies, Verizon Connect, Total Insurance Brokers, Strada Services, Fleetmatics, N3 Results, Managed Labor Solutions, Sage Software, Partsbase, Discrete Wireless d/b/a Nextraq, Granite Telecom, and others in similar FLSA collective actions.
The accusations against these companies state that they cheated their employees out of the overtime wages they earned, violating the federal Fair Labor Standards Act and state wages laws. The FLSA says non-exempt employees must receive a premium in payment for hours worked beyond the standard 40-hour week (i.e., overtime hours).
Some companies mislead their employees regarding FLSA by discouraging reporting of overtime and by misclassifying the employees as exempt from overtime payment, which is the type of violation we are alleging against Select Rehab with this lawsuit.
Select Rehab’s Violations of the FLSA
Contact us for a no-obligation discussion if you have experienced any unfair overtime pay calculation as an employee of Select Rehab. We want to hear about your work experience with Select Rehab in a 10-to-15-minute phone call.
Our Investigation
As we investigate the alleged FLSA wage violations by Select Rehab, we want to speak with employees who experienced these violations. We want to speak with you to further verify the facts about the company’s illegal practices regarding overtime pay. You are under no obligation to join the lawsuit after speaking with us.
Please review the below court filings for more information about the case.
HAVE YOU WORKED AS AN INSIDE SALES REP AT SELECT REHAB?/
If you have information regarding the scheme at Select Rehab to deny paying overtime to deserving employees, the employment attorneys at Feldman Legal Group want to speak with you about what happened.
If you believe Select Rehab did not pay the overtime wages that you deserved, please contact us. We will set up a convenient time to speak with you about your experience.
PENDING - LAWSUIT FOR OVERTIME WAGES OWED BY STRADA SERVICES (D/B/A STRADA ELECTRIC AND SECURITY)/
Did you work as an employee for Strada Services (also called Strada Electric and Security) at any time during the past several years? If you held a laborer position at Strada, you may be eligible to join this collective action case to recover overtime pay the company owes you.
This lawsuit attempts to recover overtime wages owed to those working as rate workers and laborers for Strada in the past several years. This practice represents an alleged wage violation of the FLSA (Fair Labor Standards Act).
We allege Strada Services failed to pay overtime wages to those with job titles including installers, helpers, laborers, technicians, rough and trim installers, electricians, right and trim electricians, and more. Any persons working on a piece rate basis also may join the lawsuit.
These laborers deserved to receive overtime compensation, which includes time and a half of the regular rate of pay for all hours worked beyond 40 hours in a week, but that the company failed to pay. We believe these employees deserve to recover damages, including payment of these lost overtime wages, as well as all attorney’s fees and costs related to the lawsuit, prejudgment interest, and liquidated damages.
DETAILS ABOUT STRADA SERVICE'S FAILURE TO PAY OWED OVERTIME WAGES/
CASES:
Richard Reyes v. Strada Services Inc., d/b/a Strada Electric and Security, Fair Labor Standards Act (FLSA) Overtime Wage Collective Action Lawsuit for the class of piece rate employees.
Kirk Thomer, individually and on behalf of all others similarly situated v. Strada Services Inc., Strada Services LLC d/b/a Strada Electric and Security, and Joseph Strada, Fair Labor Standards Act (FLSA) Overtime Wage Collective Action Lawsuit for the class of piece rate employees.
Our lawsuit alleges that Strada failed to pay required overtime wages to employees and laborers over at least the past three years.
Strada forced these employees to work on a piece rate, meaning they received a flat fee per job, regardless of how long it took. Strada failed to pay overtime to these employees, who required no particular educational level or labor certification, improperly claiming an FLSA exemption.
Strada supervisors routinely altered time cards or forced employees to complete inaccurate time cards that specified a 40-hour work week, even when the employees actually worked longer.
Common Unfair Practices
At Feldman Legal Group, we have represented employees at companies including Select Rehab, Fleetcor Technologies, Verizon Connect, Total Insurance Brokers, Strada Services, Fleetmatics, N3 Results, Managed Labor Solutions, Sage Software, Partsbase, Discrete Wireless d/b/a Nextraq, Granite Telecom, and others in similar FLSA collective actions.
The accusations against these companies state that they cheated their employees out of the overtime wages they earned, violating the federal Fair Labor Standards Act and state wages laws. The FLSA says non-exempt employees must receive a premium in payment for hours worked beyond the standard 40-hour week (i.e., overtime hours).
Some companies mislead their employees regarding FLSA by discouraging reporting of overtime and by misclassifying the employees as exempt from overtime payment, which is the type of violation we are alleging against Select Rehab with this lawsuit.
Strada’s Violations of the FLSA
Contact us for a no-obligation discussion if you have experienced any unfair overtime pay calculation as an employee of Strada Services, including the following:
- Not receiving pay for time worked beyond 40 hours in a week
- Having a supervisor alter your time card to reflect fewer hours worked
- Having a supervisor fill out a time card for you without your input
- Being forced to alter your time card to reflect fewer hours than you worked
- Working during nights and weekends without extra compensation
- Not receiving a new job order until completing the previous job, no matter how long the previous job required, encouraging you to work outside normal business hours
We want to hear about your work experience as a piece rate worker for Strada Services in a 10-to-15-minute phone call.
Our Investigation
As we investigate Strada’s alleged FLSA wage violations, we are seeking to speak with employees who experienced these violations to further verify the facts about the company’s illegal practices regarding overtime pay.
We will use this information to measure the length of time Strada has been cheating its laborer employees out of deserved overtime pay.
Please review the below collective action complaint for more information about the case.
HAVE YOU WORKED AS AN INSIDE SALES REP AT STRADA SERVICES?/
If you have information regarding the scheme at Strada Services, d/b/a Strada Electric and Security, to deny paying overtime to deserving employees over at least the past three years, and potentially longer, the employment attorneys at Feldman Legal Group want to speak with you about what happened.
If you believe Strada Services did not pay the overtime wages that you deserved, please contact us. We will set up a convenient time to speak with you about your experience.
PENDING - LAWSUIT FOR OVERTIME WAGES OWED BY VERIZON CONNECT/
Did you work for Verizon Connect or Verizon Connect Fleet USA (f/k/a Fleetmatics USA) in North Carolina or Illinois at some point during the past few years? Those who held inside sales representative positions at these companies may be eligible to join a collective action case seeking to recover unpaid overtime wages from the companies.
This class-action lawsuit aims to recover compensation for overtime wages that the companies failed to pay for those working as inside sales representatives and in similar positions. This lawsuit alleges that this practice represents a wage violation of the FLSA (Fair Labor Standards Act).
Through the lawsuit, we are alleging that the Verizon Connect companies failed to pay overtime wages to employees who held job titles including Business Development Representative (BDR), Sales Partner, or Closer in the states of Illinois or North Carolina. Those who meet these criteria and who worked for Verizon Connect for any length of time from November 2018 to the present are eligible to join the lawsuit.
We believe these employees deserve to recover damages including unpaid overtime wages, double and triple the wages owed, attorney’s fees and costs, and interest on the unpaid wages.
ClassAction.org Features Our Case Against Verizon Connect/
DETAILS ABOUT VERIZON CONNECT’S FAILURE TO PAY OWED OVERTIME WAGES/
CASE: Jeremy Mancini Bates and Elaina Hall v. Verizon Connect Fleet USA LLC and Verizon Connect Inc., violation of Fair Labor Standards Act (FLSA) overtime wage laws in North Carolina and Illinois.
The lawsuit alleges that Verizon Connect and Verizon Connect Fleet failed to pay required overtime wages to affected employees working as inside sales reps since November 2018. The lawsuit alleges that the companies failed to keep accurate records regarding hours worked in North Carolina and Illinois.
These Verizon Connect companies used certain job titles to attempt to classify such employees as being ineligible for overtime pay. However, Business Development Representatives and those holding similar job titles should have been non-exempt, hourly-paid employees.
Some of the affected job titles, which the company used to refer to the employees or that the employees used to describe themselves, include:
- Business Development Representative (BDR)
- Business Development Manager (BDM)
- Account Manager
- Account Executive
- Associate Sales Partner
- Closer
- Consultant
- Development Manager
- Fleet Manager
- Sales Partner
- Sales Specialist
Verizon Communications, which is the parent company of Verizon Connect and Verizon Connect Fleet, purchased Fleetmatics USA in 2016. Fleetmatics USA became Verizon Connect and Verizon Connect Fleet in 2018.
Verizon continued to operate these two companies under the same unlawful pay structure regarding withheld overtime pay that Fleetmatics USA used. Fleetmatics USA subsequently lost a settlement of more than $2 million for its unfair pay practices.
To learn more about this case, click here.
Common Unfair Practices
At Feldman Legal Group, we have represented employees at companies including Total Insurance Brokers, Strada Services, Fleetcor, Fleetmatics, N3 Results, Managed Labor Solutions, Sage Software, Partsbase, Discrete Wireless d/b/a Nextraq, Granite Telecom, and others in similar FLSA collective actions.
The accusations against these companies state that they cheated their employees out of the overtime wages they earned, violating the Fair Labor Standards Act and other state wages laws. The FLSA says non-exempt employees must receive a premium in payment for hours worked beyond the standard 40-hour week (i.e., overtime hours).
Some companies mislead their employees regarding FLSA by discouraging reporting of overtime and misclassifying the employees as exempt from overtime payment.
Verizon Connect’s Violations of the FLSA
Contact us if you have experienced any unfair overtime pay calculation as an employee of Verizon Connect companies. Some of the ways these companies failed to credit and pay employees for their overtime hours included having employees:
- Work through part or all of the companies’ permitted meal breaks
- Come in early to start a shift before the scheduled work time
- Continue to work after the scheduled shift time ended
- Work outside of normal shift hours
- Perform any type of work during meal breaks or outside the office, including answering emails, making phone calls, or performing data entry
We want to hear about your work experience with Verizon Connect and Verizon Connect Fleet.
Our Investigation
As we investigate the alleged FLSA wage violations from the Verizon Connect companies, we want to speak with employees in North Carolina and Illinois who experienced these violations. We want to speak with you to further verify the facts about the company’s illegal practices regarding overtime pay.
Please review the collective action complaint for more information about the case.
HAVE YOU WORKED AS AN INSIDE SALES REP AT VERIZON CONNECT?/
If you have information regarding the scheme at Verizon Connect or Verizon Connect Fleet to deny paying overtime to deserving employees in Illinois or North Carolina since November 2018, the employment attorneys at Feldman Legal Group want to speak with you about what happened.
If you believe Verizon Connect did not pay the overtime wages that you deserved, please contact us. We will set up a convenient time to speak with you about your experience.
PENDING - LAWSUIT FOR OVERTIME WAGES OWED BY TOTAL INSURANCE BROKERS/
Did you work for Total Insurance Brokers LLC at any time during the past several years? If so, and if you held a job title similar to Sales Agent, you may be eligible to join a collective action that aims to recover overtime wages the company owes to you.
Those working under Total Insurance Brokers as Sales Agents, Senior Sales Agents, and in similar job positions since at least June 2018 sometimes did not receive overtime pay owed for all of the hours worked. When those employees did receive overtime pay, Total Insurance Brokers sometimes miscalculated the pay, short-changing employees.
We allege that Total Insurance Brokers LLC purposefully withheld the proper overtime compensation from its employees working as inside sales representatives. This represents an alleged wage violation of the FLSA (Fair Labor Standards Act or 29 U.S.C. §216), which requires that employees classified as inside sales personnel receive the proper amount of overtime pay.
These workers often worked more than 40 hours per week, including through a lunch break, before and after a normal workday, and on weekends. We are seeking the deserved payment for these employees, including payment of the lost or miscalculated overtime wages, all attorney’s fees, all costs related to the lawsuit, prejudgment interest, and liquidated damages.
DETAILS ABOUT TOTAL INSURANCE BROKERS' FAILURE TO PAY THE PROPER OVERTIME WAGES TO INSIDE SALES REPS/
CASE: Karita Middleton, individually and on behalf of all others similarly situated, v. Total Insurance Brokers LLC, a Fair Labor Standards Act overtime wage collective action lawsuit for the class of inside sales personnel.
This lawsuit alleges Total Insurance Brokers failed to pay required overtime wages to sales agents over the past few years or failed to properly calculate the overtime pay owed to those employees.
In the first part of the complaint, Total failed to pay the Sales Agents, Senior Sales Agents, and similarly titled employees for all hours worked during the week. Total often ignored hours worked over lunch, outside of the normal workday, and on weekends.
In the second part of the complaint, when calculating the overtime pay, Total failed to include the value of commissions the sales personnel earned. FLSA requires that employers add any base salary per hour to any commission earned per hour to calculate the time-and-a-half number for overtime pay for a particular week.
To learn more about this case, click here.
Representing Employees Treated Unfairly
Feldman Legal Group focuses its time and effort on many cases where employees receive unfair treatment from companies that are violating the FLSA.
Some of the companies against whom we have brought or we are bringing pending lawsuits include Discrete Wireless (d/b/a Nextraq), Fleetcor, Fleetmatics, Granite Telecom, Managed Labor Solutions, N3 Results, Partsbase, Sage Software, Strada Services (d/b/a Strada Electric and Security), Verizon Connect, and others.
Many of these cases involve employers willingly miscalculating overtime pay owed under FLSA or refusing to pay overtime by ignoring extra hours worked.
Total Insurance’s Violations of the FLSA
Contact us as soon as possible if you worked for Total Insurance Brokers and believe you did not receive the proper amount of overtime pay. Some of the alleged violations against employees include the following:
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- Not receiving pay for time worked beyond 40 hours per week
- Being expected to work through lunch without pay
- Being expected to work on weekends without pay
- Working before and after normal working hours without pay
- Miscalculating the proper overtime pay by failing to include commissions earned per hour
If a Total Insurance Sales Agent received base pay of $10 per hour and earned $400 in commission in a 40-hour work week, this calculates to earning $10 of commission per hour too. Total needed to calculate the employee’s time-and-a-half overtime pay based on $20 per hour, not $10 per hour. Overtime pay should have been $30 per hour, not $15 per hour.
FLSA requires employers to include commissions in any calculation of overtime pay.
We are seeking to receive the proper overtime pay for employees that Total short-changed, as well as liquidated damages of double the sum of overtime wages owed.
Our Investigation
We are seeking to speak with any past or present employees of Total Insurance Brokers who experienced pay issues similar to those described here. We are seeking information to verify the facts being alleged in this overtime pay violation case.
Speaking with us does not mean that you must agree to opt into the lawsuit, although you can. We have an interest in gathering as much information as possible regarding the case, including determining the exact length of time Total Insurance has been cheating its inside sales representatives out of the proper overtime pay.
To learn more about the case, please review the collective action complaint below.
HAVE YOU WORKED AS AN INSIDE SALES AGENT AT TOTAL INSURANCE BROKERS?/
If you have information regarding the scheme at Total Insurance Brokers to miscalculate overtime pay or to completely deny the payment of overtime since at least June 2018, the employment law attorneys at Feldman Legal Group want to speak with you about your experience.
If you believe you deserved a greater amount of overtime pay than what Total Insurance provided, please contact us. We will set up a time that’s convenient for you to speak with us about what happened to you.
PENDING - LAWSUIT FOR OVERTIME WAGES OWED BY N3 RESULTS (NOW ACCENTURE)/
Did you work in an inside sales-related position for N3 Results (also called N3 LLC and now owned by Accenture) in the past several years? If you held this type of position, you may be eligible to join this collective action case to recover overtime pay.
This lawsuit will attempt to recover overtime wages owed to those working as inside sales reps (ISRs) for N3 in the past several years. This practice represents an alleged FLSA (Fair Labor Standards Act) wage violation.
N3 Results failed to pay overtime wages to salespeople with job titles including Business Development Representative, Sales Opportunity Manager, Account Manager, Account Executive, and more. As part of the lawsuit, inside sales representatives (ISRs) deserve time and a half of the regular rate of pay for all hours worked beyond 40 hours in a week, including calculation of commission and bonuses, plus payment of all attorney’s fees and costs related to the lawsuit.
DETAILS ABOUT THE N3’S FAILURE TO PAY OVERTIME WAGES TO INSIDE SALES REPRESENTATIVES/
CASE: Kendon Austin v. N3 LLC d/b/a N3 RESULTS; and ACCENTURE LLP, Fair Labor Standards Act (FLSA) OVERTIME WAGE Collective Action Lawsuit for the class of hourly salespeople.
The lawsuit alleges that N3 Results failed to pay required overtime wages to inside salespeople with titles including Business Development Representative, Business Development Manager, PDM, Opportunity Manager, Account Manager, Account Development Representative, Sales Consultant, Pipeline Manager, Tele Territory Channel Manager, Solutions Consultant, Inside Opportunity Manager, Account Executive, Account Development Representative, SDR, and others over the past several years.
Common Unfair Practices
At Feldman Legal Group, we have represented inside sales employees at companies including Fleetcor, Fleetmatics, Sage Software, Partsbase, Discrete Wireless d/b/a NEXTRAQ, Granite Telecom, and others in similar FLSA collective actions.
Companies in the inside sales industry are well-known for stealing wages from employees who deserve them. These companies often cheat their inside sales representatives out of the overtime wages they earn, violating the Fair Labor Standards Act and other state wages laws.
These laws state that people working as inside sales representatives must receive a premium in payment for all hours they work beyond the standard 40-hour week. Some of the ways companies scheme to avoid paying overtime to ISRs include misleading the employees, discouraging reporting of overtime, and misclassifying the ISRs as exempt from overtime.
N3’s Violations of the FLSA
Contact us if you have experienced any unfair overtime pay calculation as an N3 inside sales rep, including any of the following scenarios:
- Not receiving pay for time worked beyond 40 hours in a week
- Working through meal breaks without being paid for the time with no means to report the time you worked
- Working during times when you were not on the clock for any reason
- Working while at home without receiving pay for the time, including answering calls and emails or entering CRM data
- Receiving reduced overtime pay that did not include the value of any commissions or bonuses
- Being paid a salary instead of being paid for overtime hours.
We want to hear about your work experience as an inside sales rep for N3 Results.
Our Investigation for This Case
As we investigate the alleged FLSA wage violations against N3 Results, we want to speak with as many ISRs as possible. We are seeking to verify the facts about the company’s illegal pay practices regarding overtime pay.
We will use this information to determine whether the unfair pay practices are long standing and pervasive at N3. To learn more about this case, click here.
Please review the collective action complaint for more information about the case.
HAVE YOU WORKED AS AN INSIDE SALES REP AT N3 Results?/
If you have information regarding the scheme at N3 Results to deny paying overtime to deserving sales representatives over the past several years, the attorneys at Feldman Legal Group want to speak with you about your experiences.
If you believe N3 did not pay you overtime wages that you deserved, please contact our employment lawyers. We will set up a time to speak with you about your work experience that is convenient for you.
PENDING - Lawsuit for Overtime Wages Owed by Managed Labor Solutions /
Have you worked overtime for Managed Labor Solutions (MLS) in the past three years? Did MLS somehow alter, edit or remove hours from your time sheet? You may be eligible to join this collective action case.
This lawsuit seeks to recover overtime wages for all present and former drivers, transporters, cleaners, vehicle service attendants (VSA’s) for all hours worked over 40 in each and every workweek in the past 3 years at rates of time and one half the employee’s regular rates of pay. The lawsuit also seeks to recover double the sum of the wages owed to all persons as liquidated damages, plus payment of all attorney’s fees and costs and expenses.
Details About the Managed Labors Solutions Case – Shawn Poliner v. Managed Labors Solutions, LLC/
CASE: Shawn Poliner, v. MANAGED LABOR SOLUTIONS LLC (MLS), Fair Labor Standards Act (FLSA) OVERTIME WAGE Collective Action Lawsuit for class of all hourly employees including drivers, transporters, VSA’s, Cleaners working for MLS pending in the US District Court Middle District of Florida.
The lawsuit alleges a plan and scheme by Managed Labor Solutions (MLS) to evade and avoid paying required overtime wages to all hard-working laborers including drivers, transporters, cleaners, VSA’s working for the company in the preceding 3 years to the present.
Changed Timesheets
The lawsuit alleges that MLS maintained a willful unlawful practice of editing, altering and removing hours worked from time sheets filled in by employees, and in purposefully shaving overtime hours from the pay of Poliner and all other similarly situated workers.
Working Through Lunch
The lawsuit also alleges that employees routinely worked during the 30 minute provided lunch break, but that MLS unlawfully and willfully automatically deducted 30 minutes or more from each day regardless of whether the employee had to work through the meal break, causing loss of pay, specifically overtime wages due and owing. The FLSA requires any deductible break to be at least 20 minutes of uninterrupted time, totally free of work activities.
A Pattern at MLS
Poliner alleges that he examined time sheets and compared them to paystubs and paychecks and noted routine discrepancies resulting in him getting paid less than the hours on the time sheets, including and especially when it came to overtime hours, and facts which were corroborated by a human resources employee. Furthermore, Managed Labor Solutions has a history of this same unlawful conduct, having been sued in the past over similar unlawful pay practices and FLSA violations, and to which MLS settled with the plaintiff and paid him back wages.
Our Investigation for this Case
As part of our continuing investigation into the alleged FLSA wage violations by Managed Labor Solutions and in an effort to gather evidence in support of our position and corroborate facts about its pay practices, we are in need of speaking to as many present and former drivers, transporters, VSA’s, cleaner and all other hourly paid employees. We seek to determine if the positions and job duties/requirements are similar for all the various job titles used, as well to investigate and determine if the alleged unlawful pay practice at issue here is pervasive and long standing at MLS and for all hourly paid positions.
Are you someone who has valuable information as a witness to the alleged unlawful pay practices? If so, contact an attorney at Feldman Legal Group.
**The FLSA also makes it unlawful to retaliate or discriminate against any person or employee who makes a claim for overtime wages, including participating in any class or collective action to recover overtime wages.
View the Poliner v. Managed Labor Solutions Complaint (pdf)
View more details about this case here: https://mlsclassovertimepay.com
CLASS ACTION FILING - Justice for Workers of Managed Labor Solutions /
Pay violations and health insurance benefits violations at MLS.
Feldman Legal Group files class action on behalf of all drivers, transporters, cleaners and shuttle bus drivers for MLS. MLS failed to provide health insurance benefits in violation of ERISA and ACA, and other deceptive and unjust pay practices. If you worked at any time for MLS, we want to speak with you. The case is Poliner v. Managed Labor Solutions, LLC. US District Court, Middle District of Florida, Jacksonville Division.
View the Class Action Filing for Poliner v. Managed Labor Solutions (pdf)
Have You Worked as a Driver, Transporter, Cleaner or VSA for Managed Labors Solutions?/
This case involves all present and former drivers, transporters, cleaners, vehicle service attendants who have worked over 40 hours a week during any workweek in the past 3 years. If you are were not paid a premium (overtime pay) for all hours worked, the attorneys at Feldman Legal Group want to speak to you about your work experience.
DO YOU HAVE INFORMATION ABOUT OVERTIME PAY PRACTICES AT MLS?
If you have any information you would like to share, or if we can discuss your work experience with MLS, please contact our team at Feldman Legal Group. Let us know your available days and times, including nights or weekends, to best call you, and the number to reach you at.
PENDING - Lawsuit for Overtime Wages Owed by Verizon Connect Fleet /
Have you worked overtime for Verizon Connect in the past three years? Did Verizon Connect somehow prevent you from getting full payment for the overtime, or prevent you from taking your paid breaks for lunch? You may be eligible to join this collective action case.
The lawsuit seeks to recover overtime wages for all present and former Inside Sales Reps, including but not limited to all Business Development Representatives (BDRs), for all hours worked over 40 in each and every workweek in the past 3 years at rates of time and one half the employee’s regular rates of pay (which must include the value of all commissions/bonuses earned). The lawsuit also seeks to recover double the sum of the wages owed to all persons as liquidated damages, plus payment of all attorney’s fees and costs and expenses.
Details About the Verizon Connect Case/
CASE: Lauren Garnick and Tshacha Romeo V. VERIZON CONNECT FLEET USA, LLC FLSA Collective Action for Recovery of Overtime Wages, US District Court, Middle District Of Florida, Case No: 8:20-cv-01474
The lawsuit alleges a plan and scheme by Verizon Connect to evade and avoid paying required overtime wages to all inside sales reps, including BDRs, working for the company in the preceding 3 years to the present. The lawsuit alleges that the Company had a de facto policy against employees reporting all overtime hours, and a policy and practice of permitting employees to suffer to work off the clock for overtime hours, both of which would be unlawful.
Working Through Lunch
The lawsuit also alleges that employees routinely worked during the 1 hour provided lunch break which would cause each and every person to incur compensable, unpaid overtime wages, and that the company did not provide any real means to report and claim these overtime hours, up to 5 hours per week, and other compensable overtime time minutes and hours.
Unrecorded Work Hours
Plaintiffs Garnick and Romeo also allege they incurred work hours unreported and unpaid coming in work early, staying late, and handling phone calls and emails outside of the office.
Company with History of Unlawful Pay Practices
Verizon Connect, as successor and purchaser of Fleetmatics, has inherited a company with past similar unlawful pay practices against BDR by failing to pay overtime wages as seen in the case of Gillard, Stramiello and Pate v. Fleetmatics USA LLC, Case no. 8:16-cv-00081, settled for $2.1 million dollars in November 2016.
Our Investigation for this Case
As part of our continuing investigation into the alleged FLSA wage violations by Verizon Connect and gather evidence in support of our position and corroborate facts about its pay practices, we are in need of speaking to as many present and former BDRs and all other inside sales reps. We seek to determine if the positions and job duties/requirements are similar for all the various job titles used, as well to investigate and determine if the alleged unlawful pay practice at issue here is pervasive and long standing at Verizon Connect.
Are you someone who has valuable information as a witness to the alleged unlawful pay practices? If so, contact an attorney at Feldman Legal Group.
**The FLSA also makes it unlawful to retaliate or discriminate against any person or employee who makes a claim for overtime wages, including participating in any class or collective action to recover overtime wages.
View the Garnick and Romeo v. Verizon Connect Complaint (pdf)
View more details about this case here: http://verizonconnectbdrotcase.com
Have You Worked as Sales Rep at Verizon Connect? /
This case involves all present and former Inside Sales Representatives and Business Development Representatives who have worked over 40 hours a week during any workweek in the past 3 years. If you are were not paid a premium (overtime pay) for all hours worked, the attorneys at Feldman Legal Group want to speak to you about your work experience.
DO YOU HAVE INFORMATION ABOUT OVERTIME PAY PRACTICES AT VERIZON CONNECT?
If you have any information you would like to share, or if we can discuss your work experience with Verizon Connect, please contact our team at Feldman Legal Group. Let us know your available days and times, including nights or weekends, to best call you, and the number to reach you at.
PENDING - Lawsuit for Overtime Wages Owed by Partsbase, Inc. (d/b/a Govgistics, Inc.)/
Employment law attorneys with extensive experience in class action cases at Feldman Legal Group are providing legal representation in an FLSA class overtime wage lawsuit for inside sales reps of Partsbase Inc. (d/b/a Govgistics Inc). for recovery minimum wages and overtime wages and other damages.
Details About the Partsbase Case - Shawn Martin v. Partsbase Inc. d/b/a Govistics Inc./
CASE: Shawn Martin v. Partsbase Inc. d/b/a Govistics Inc., United States District Court, Southern District of Florida, Case No: 9:20-cv-80235-DMM
The lawsuit, by Shawn Martin, seeks to recover for all present and former inside sales representatives, minimum wages for every hour that inside sales representatives worked in the prior 3 years to the present and continuing, plus an equal sum in liquidated damages. The lawsuit also seeks to recover for all present and former inside sales representatives, overtime wages for all hours worked at rates of time and one half the employees regular rates of pay (which must include the value of all commissions earned).
The lawsuit alleges a plan and scheme by Partsbase and Govgistics to evade and avoid paying the FLSA required overtime wages to all inside sales representatives working for the company in the preceding 3 years to the present. The lawsuit alleges that the Company had a De Facto policy against inside sales representatives reporting all overtime hours, and a policy and practice of permitting employees to suffer to work off the clock for overtime hours, both of which would be unlawful. The lawsuit seeks to recover an equal sum in overtime wages as liquidated damages, plus attorney’s fees and costs.
The lawsuit alleges that Partsbase and Govgistics did not permit inside sales representatives the right to keep their base wages of hourly pay, “free and clear” as required by the FLSA, and instead treated these wages as a draw (loan) against future commissions, in violation of the FLSA.
Finally, the class action lawsuit seeks to recover for all present and former inside sales representatives, the base hourly wages promised and agreed to be paid by Partsbase and Govgistics pursuant to claims of violation of Florida’s Deceptive and Unfair Trade Practices Act, Conversion, and Unjust Enrichment.
Retaliation against current and former employees for asserting claims formally or informally, or participating in any class action or collective action for wages is a violation of the FLSA.
Please review the Complaint document below for information about both the Martin case.
View the Martin v. Partsbase Complaint (pdf)
Have You Worked as an Inside Sales Rep for Partsbase (doing business as Govgistics)?/
If you are a present or former inside sales representative for Partsbase Inc. or Govgistics Inc., working under any title, including Business Development Executive, Business Development Manager, Account Manager, Defense Analyst, or any other title used to describe the position of selling the company’s products or services, then this lawsuit may affect your legal rights.
If you are or were an inside sales representative for one of these companies, then the attorneys at Feldman Legal Group would like to speak to you about your work experience.
PENDING - Lawsuit for Overtime Wages by Knight Enterprises/
The employment law attorneys at Feldman Legal Group are providing legal representation in an FLSA class overtime wage lawsuit for cable installers and cable technicians who are misclassified as independent contractors to avoid paying them overtime wages.
Details About the Knight Enterprises Cases - Yan v. Jeffry Knight, Inc. and Green v. Jeffry Knight, Inc. /
CASES: Starr Green v. Jeffry Knight Inc. d/b/a Knight Enterprises AND Weimang Yan v. Jeffry Knight Inc. d/b/a Knight Enterprises for failure to play overtime wages in violation of the FLSA, US District Court, Middle District of Florida, Case No: 8:20-cv-00410.
The complaint alleges that after Knights Enterprises has faced numerous lawsuits and claims by many of its cable installers/technicians for the same claims of unlawfully misclassifying them as independent contractors in a scheme to avoid paying legally required overtime wages, and settling those collective and class cases and paying overtime wages, they continue with their unlawful pay practice and keep millions of dollars in wages owed to workers in order to maximize profits at the expense of its workers.
The lawsuit seeks to recover for all persons who worked for Knights Enterprises in the past 3 years to the present and continuing, overtime wages plus an equal sum in liquidated damages, attorney’s fees and costs of the action.
Below you can view the court document filings for both the Yan and the Green case against Jeffry Knight Inc. d/b/a Knight Enterprises, Inc.
View the Complaint in the Yan Case (pdf)
View the Complaint in the Green Case (pdf)
Have You Worked as a Cable Installer or Technician for Knight Enterprises?/
If you are now or were at any the past 3 years a cable installer or installation technician working for Knight Enterprises in Florida, South Carolina, North Carolina or any other state, we would like to speak to you about your work experience. Please contact an employment law attorney at the Feldman Legal Group today.
$4.25 MILLION SETTLEMENT WON - LAWSUIT FOR OVERTIME WAGES AND DAMAGES BY HERTZ CORP. AND DOLLAR THRIFTY EMPLOYEES/
$4.25 Million Settlement: Feldman Legal Group won Justice for Workers
This case concluded with a settlement for $4,250,000.00 of FLSA Collective action and New York wage and hour class action cases for Function and Location Managers of Hertz, Dollar and Thrifty. In Re: Hertz, et al; US Bankruptcy Court, District of Delaware, case: 20-011218-MFW.
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The employment law attorneys with extensive experience in class action cases at Feldman Legal Group are providing legal representation in an FLSA class overtime wage lawsuit for Location Managers, Function Managers and Operations Managers who work outside in the rental car lot, at check-ins, the entry gate, in stalls, at the pump, etc.
DETAILS ABOUT THE HERTZ CASE - AIYEKUSIBE, HIGGINSON AND BROWN-WINN V. THE HERTZ CORP/
CASE: Aiyekusibe, Higginson and Brown-Winn v. The Hertz Corporation and DTG Operations, Inc., Case 2:18-CV-00816-FTM99-MRM, United States District Court, Middle District of Florida.
Mr. Aiyekusibe was hired as an Operations Manager (later called a Function Manager) and worked primarily performing manual labor in the lot alongside other managers working in the exterior checking in cars, handling stalls, working the gate, and washing and getting cars ready for check-ins. Mr. Aiyekusibe has since been joined by 2 more location/function managers who from the BWI Hertz / Dollar Thrifty airport location, Mischele Higginson and Shatal Brown-Winn.
All workers performing these roles were classified as exempt from overtime wages. Hertz Corp. and its subsidiary, Dollar Thrifty, willfully violated the overtime wage laws by classifying these workers as exempt and forcing them to work up to 70 or more hours per week, without breaks, and without being paid any premium pay for overtime hours to save themselves millions of dollars in labor costs.
This lawsuit alleges and seeks to recover for all such persons, overtime wages for the past 3 years to the present and an equal sum in liquidated damages.
For more information about the class collective action case against Hertz and its subsidiary, Dollar Thrifty, please visit this site about Location and Function Manager overtime wage case.
Below you can view the court document filings for the original Bamidele Aiyekusibe case and the more recent case in which he is joined by Mischele Higginson and Shantal Brown-Winn.
View the Aiyekusibe, Higginson and Brown-Winn Complaint (pdf)
View the Original Aiyekusibe Complaint (pdf)
HAVE YOU WORKED IN EXTERIOR OPERATIONS FOR HERTZ OR DOLLAR THRIFTY?/
If you want more information or have any questions about your work experience with Hertz or its subsidiary, Dollar Thrifty, please contact Feldman Legal Group today.
$4.8 Million Settlement - Lowe's Human Resource Managers Misclassification and Overtime Wages/
Feldman Legal Group, PA obtains $4.8 million settlement in class overtime wage case against Lowe’s.
Lizeth Lytle, individually and on behalf of all others similarly situated v. Lowe’s — case settled $4.8 million — overtime wage claim for class of HR managers.
$2.9 Million Collective Action Settlement Against Payless/
As a result of this case, Payless paid more, $2.9 million more, in a Connecticut FLSA settlement with store managers seeking overtime wages. The store misclassified the employees in a move to avoid paying them overtime.
See the Court Ordered Settlement for $2.9 million.
Following on the increase in wage class actions, this week brings us a hefty settlement for shoe retailer, Payless Shoesource Inc. Last March, former Payless store managers filed suit in Connecticut federal court, accusing the company of misclassifying them as exempt and failing to pay them overtime.
In the Shallin, et al v. Payless ShoeSource case, the Federal District Court approved $2.9 million collective action settlement for store leaders and store managers in identified classes. These employees were denied overtime pay because their employer, Payless, misclassified their positions as exempt.
*DISCLAIMER: The cases, facts and outcomes discussed in this press release are illustrative of the matters handled by the firm. Actual case results depend on a variety of factors unique to each case. Not all of the firm’s case results are included on this site. The outcome of a particular case cannot be predicated upon a lawyer’s or law firm’s past result because prior results do not guarantee a similar outcome.
The attorneys at Feldman Legal Group assist employees involved in overtime and wage and hour disputes as well as employment discrimination matters in Tampa, Jacksonville, and throughout Florida. We also have an office in Atlanta, Georgia.
