Dollar Tree Stores ASM Off-the-Clock Lawsuits
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 lawsuits are 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 during the time period of 2008 through the present. The complaint alleges Dollar Tree ASM employees performed work and were not compensated for that time, including running errands to the bank “off the clock” and repeatedly working through 30 mandatory ”breaks.” Further, the complaint alleges that plaintiffs are entitled to 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.
Based on our investigation, it appears that these off-the-clock violations were perpetrated on a systematic basic in all Dollar Tree stores and Deal$ stores nationwide. Thus, the cases are brought as nationwide collective actions, on behalf of all Assistant Store Managers, who were not paid for all of their hours of work in some or all weeks, while employed by Dollar Tree.
If you are an eligible Assistant Store Manager or former Assistant Store Manager, interested in participating in the lawsuit, you may do so by completing and mailing the Dollar Tree Consent to Join form OR faxing to (954)333-3515, along with a Contact Information Form. To learn more call (888)OVERTIME or click here.
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Whitestone Group Security Officer Overtime Lawsuit
Goodwyn v. Whitestone Group
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.
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RAB Communications Technician Overtime Lawsuit
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.
If you are an eligible Technician, 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.
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Amerigroup Marketing Representative Case
Toure v. Amerigroup Corporation, et al.
Hamel Toure, Marketing Representative (“Marketing Rep”) employed by Amerigroup has filed a lawsuit against Amerigroup challenging the legality of Amerigroup’s policy, whereby it does not pay its Marketing Reps overtime, when they work over forty (40) hours in a workweek. Toure alleges that Amerigroup violated the Fair Labor Standards Act (FLSA) by not properly paying eligible Marketing Reps time and one-half, or overtime compensation, for all hours worked in excess of 40 hours in a week. Significantly, one of Amerigroup’s main competitors HealthFirst, recently settled a similar lawsuit for over $7 mil. 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 Marketing Reps who currently work for Amerigroup or worked for Amerigroup 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 overtime pay of time and a half for such overtime hours.
If you are an eligible Inspector, 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.
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AmSpec Inspector Overtime Case
Elliott v. AmSpec Services, L.L.C.
Jeramie Elliott, an Oil, Gas and Chemical Inspector (“Inspector”) employed by AmSpec Services, L.L.C., filed a lawsuit against AmSpec challenging the legality of AmSpec‘s system of paying “Chinese Overtime” or half-time overtime compensation rather than time and a half overtime. The Inspectors who have joined the case, allege that AmSpec violated the Fair Labor Standards Act (FLSA) by not properly paying eligible employees time and one-half, or overtime compensation, for all hours worked in excess of 40 hours in a week. Significantly, several of AmSpec‘s competitors, such as SGS, Intertek and Caman Cargo, have already lost similar lawsuits, when courts determined that similar methods of paying half-time rather than time and a half were illegal. 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 Inspectors who currently work for AmSpec, or worked for AmSpec within the last three (3) years are eligible to join the case, if they were paid “Chinese Overtime” or half-time in at least one work week within the last three (3) years.
If you are an eligible Inspector, 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 here.
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Park Street Patio Bartender Overtime Wage and Hour Lawsuit
Zwerin v. 533 Short North, LLC
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.
If you are an eligible Bartender, interested in participating in the lawsuit, you may do so by completing and mailing the Park Street Consent to Join form OR faxing to (954)333-3515, along with a Contact Information Form. To learn more call (888)OVERTIME or click here.
Read more about the case at the Columbus Dispatch website.
