Unpaid Wages Lawsuit
Unpaid Wages Lawsuit | Lawsuits, Lawyer, Attorney
Unpaid Wages Lawsuit, Employees Illegally Deprived of Compensation under the Fail Labor Standards Act, Deprived of Compensation for Time Donning/Doffing Uniforms, Attending Mandatory Training Sessions, Employer Deducting Uniform Expenses from Wages, Violations of the Fair Labor Standards Act
Alonso Krangle LLP, a leading law firm focused on protecting the rights of victims, is currently evaluating unpaid wage lawsuits on behalf of employees illegally deprived of compensation in violation of the federal Fair Labor Standards Act (FLSA). The firm’s investigation of wage practices at companies have found that they routinely violate the FLSA by:
- Refusing to pay an employee for time spent on site donning and doffing uniforms, or otherwise preparing for work.
- Refusing to pay employee for time spent attending mandatory meetings, orientation, or training sessions.
- Deducting expenses for uniforms, other equipment from an employee’s pay.
Alonso Krangle LLP offers free, no obligation, and completely confidential legal consultations to all employees who were illegally denied rightfully earned wages in violation of the FLSA. To discuss your potential wage violation lawsuit, please contact us today or fill out the form on the right.
Violations of the Fair Labor Standards Act
Under the FLSA, all employees have a right to be paid for every hour they were suffered or permitted to work. The FLSA establishes federal minimum wage rules as well as overtime pay laws, under which employees are entitled to one and a half times their regular rate of pay for all hours worked in excess of 40 hours in a week. The FLSA also establishes strict penalties on companies that violate its provisions, sometimes up to as much as double back pay damages for firms that are found to be acting in violation of the law.
Donning and Doffing Uniforms
Under the FLSA, employers must pay employees, such as security guards, food processors or factory workers, for all hours worked. This includes any “off-the-clock” time or pre or post shift work that an employee such as a security guard spends before or after a shift preparing to work, including the time spent donning doffing a required uniform, protective gear, and safety equipment. Employees who have been denied pay for all time spent at work may be entitled to back pay and other damages. If time spent preparing for work causes a worker to work in excess of 40 hours per week, they may be entitled to compensation at overtime rates, generally 1 and ½ their regular rate of pay. [dol.gov/elaws/esa/flsa/hoursworked/screenEE28a.asp]
Payment for Attending Off-Hour Mandatory Training Sessions, Orientation, and Meetings
It may be a violation of the FLSA if an employer fails to pay employees for time spent at off-hours training sessions, orientation sessions, or meetings. Under the FLSA, attendance at off-hours activities need not be counted as working time ONLY if four criteria are met:
- The activity is outside normal hours
- The activity is voluntary
- The activity is not job related
- No other work is concurrently performed during the activity
Payment for Uniforms, other Equipment
The FLSA does not allow uniforms, or other items which are considered to be primarily for the benefit or convenience of the employer, to be included as wages. According to the FLSA, at times, employees, such as security guards cannot bear the cost of the uniform, gun, whistle, belt, and other employer/industry required tools if by purchasing them the employees receives less than the applicable minimum wage or such purchasing would cut into any overtime wages earned. This applies whether the security guard buys the uniform directly or if it is sold to the employee by the firm. [http:www.dol.gov/whd/regs/compliance/whdfs4.pdf]
Under the FLSA, any employee, including a security guard, who is illegally denied their rightfully earned wages may file a private lawsuit for back pay and an equal amount as liquidated damages, plus attorneys fees and court costs. Workers are generally able to recover up to two years of unpaid wages, or up to three years if their employer intentionally violated wage and hour laws. [http:www.dol.gov/whd/regs/compliance/hrg.htm]
If You Are The Victim Of Unpaid Wages From Your Employer, Contact Alonso Krangle LLP Now And Collect the Money You Are Owed
Alonso Krangle LLP is currently offering free, no obligation, and completely confidential legal consultations to any workers who believe they were denied rightfully earned wages in violation of the FLSA. To discuss your potential unpaid wage lawsuit, please contact us or fill out the form on the left.
About Alonso Krangle LLP
Andres Alonso and David Krangle, attorneys with almost 40 years of collective legal experience, have focused their law practice on the handling of significant personal injury cases, defective drug and medical device litigation, construction site accidents, nursing home abuse, medical negligence, qui tam/whistleblower actions and consumer fraud cases. A leading law firm representing injured victims throughout the U.S., Alonso Krangle LLP is headquartered in Long Island, New York, with offices in New York City, and plans to open additional locations in New Jersey. For more information about Alonso Krangle LLP or to join the fight and be a part of our team, please contact us.