Articles Tagged with Best class action and unpaid overtime lawyers near Oak Brook and Lombard

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Workers who have claims to file against their employers can find strength in numbers. Class actions have long been a tool for plaintiffs to gain leverage against defendants by bringing plaintiffs with the same or sufficiently similar claims together to file a single action against what is usually a large corporation with a team of dedicated lawyers at their disposal. This is especially true for workers who usually have little to no leverage against their employers when their employers take advantage of them.

Sometimes class actions can multiply their leverage by merging with other class action lawsuits that involve similar claims. Current and former employees of AlliedBarton Security Services companies have done just this by combining three wage and hour class action lawsuits into one large lawsuit.

The first lawsuit was filed by Mikhail B. in 2008, the second was filed by Gregory D. in December of 2012, and finally Jose A. filed a third wage and hour class action lawsuit in January 2014. Continue reading

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Despite legislators’ best attempts at writing clear laws without loopholes, many laws are still subject to different interpretations by different courts. One proposed class action that was rejected by a lower court in 2013 has recently been revived by a three-judge panel in a California appellate court.

The class action lawsuit alleges Aurora Behavior Health Care Inc., which operates two psychiatric hospitals, allegedly maintained policies which made it impossible for its nurses to take all their meal and rest breaks as required under California labor law.

In California, all hourly employees are entitled to one paid uninterrupted rest break of at least ten minutes for every four hours of work. For every five hours worked, employees are entitled to one unpaid, uninterrupted meal break lasting at least half an hour. For every day an employee does not take one of these breaks, for any reason, she is entitled to one hour’s worth of pay, in addition to all wages and bonuses earned that day. Continue reading

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The federal Fair Labor Standards Act (FLSA) was enacted to prevent employers from taking advantage of their workers. It is responsible for regulating things like minimum wage (which is currently set at $7.25) and overtime compensation all over the country.

The FLSA defines overtime as any time worked after eight hours a day or forty hours a week. Under the FLSA, all hourly, nonexempt employees are entitled to one and one-half times their normal hourly rate for all overtime worked. The FLSA does provide some exceptions to this rule, but it is very specific about the types of employees that can qualify for the overtime exemption. Continue reading

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Employers who conduct business within the United States must be sure they are also abiding by all relevant labor laws applicable to the states in which they are conducting business. California for example, has some very explicit laws regarding when hourly employees should take their breaks.

Under California labor law, employers are required to provide all of their hourly workers with a paid rest break lasting at least ten minutes for every four hours the employee spends working. For every five hours worked, the employee is entitled to an unpaid meal break lasting at least thirty minutes. For every day the employee does not take one of these breaks, for any reason, the employer must pay her one hour’s worth of wages, in addition to all wages earned that day.

According to a recent wage and hour class action lawsuit, Sky Chef Inc. allegedly failed to provide its employees with these legally mandated breaks, or the hour’s worth of wages as compensation.

In addition to violations of California labor law, the class action lawsuit alleges the airline food and beverage catering service failed to pay employees for all the hours they worked, and failed to pay them overtime when they worked more than eight hours a day or forty hours a week. Continue reading