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Case ID: 3108 | Employment | 01/30/2004
A statewide collective action has been filed in Florida against JAL Chemical Company, Inc. The action is brought on behalf of all hourly employees of JAL who were not paid proper overtime compensation. The action is brought under the federal Fair Labor Standards Act and seeks statutory and liquidated damages as well as injunctive and declaratory relief. As a collective action, all potential claimants are required to "opt-in" to the case in order to be considered a member of the class. The employees have requested that the court issue notice to all potential claimants.
According to employees, JAL Chemical Company has willfully and intentionally violated the provisions of the Fair Labor Standards Act. The employees, most of which were employed as hourly laborers, claim that JAL frequently required them to work beyond 40 hours per week, but did not have provisions in place to pay employees overtime compensation. Under the Fair Labor Standards Act, all "non-exempt" hourly employees are entitled to a minimum of time and a half for all hours worked beyond 40 per week. The employees claim that they were non-exempt laborers and entitled to overtime. However, the employees assert that JAL did not pay overtime as a matter of corporate policy. The employees claim that because Excellence's denial of overtime was willful, they are entitled to liquidated damages. At Lawcash.com, it is our goal to keep you informed about important legal cases, class actions and settlements. Our lawyers offer free legal evaluations in tort cases, class actions, personal injury, and other lawsuits because we are dedicated to helping you resolve your legal complaints. Other Employment Cases of Interest Earl Scheib, Inc. reached an agreement to settle a class action lawsuit related to how the Company's California division classified certain employees under California overtime law over an approximately seven year period.
A class action has been filed against Morgan Buildings & Spas, Inc., a manufacturer of buildings, spas and pools located in Texas, for violation of the Fair Labor Standards Act (FLSA). The complaint alleges that the Company did not pay employees for overtime hours worked over 40 according to FLSA regulations. The action seeks compensation for unpaid back wages, liquidated damages, costs of the suit, interest and attorneys fees. U.S. District Judge Keith Ellison ruled that more than 11,000 former and current assistant managers who work at Starbucks around the country can join a lawsuit filed in Houston seeking unpaid overtime wages. A collective action has been filed in Florida against WHB Parking Systems, Inc. who operate under the name, USA Parking System. The action is brought on behalf of all Florida employees of WHB who have not been paid proper minimum wage or who have had wages due to them withheld by the company. The action is brought under the federal Fair Labor Standards Act and seeks back pay, statutory and liquidated damages as well as injunctive and declaratory relief. As a collective
action all potential claimants must "opt-in" in order to be a member of the class. The employees have requested that notice be sent to all potential claimants.
A class action lawsuit has been filed in the District Court of Maryland against National Federation of the Blind, Inc., a non-profit company doing work in Maryland, for violations of the Fair Labor Standards Act (FLSA) which establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. Class members seek unpaid compensation, attorney's fees and costs of the litigation. Trucking has always been regarded as a predominantly male occupation, but women employed at trucking giant CH Robinson Worldwide claim that the company and it's male employees created an environment that crossed the legal boundary into active discrimination. A class action lawsuit filed against the company alleges that women were not paid as well or promoted to supervisory jobs as often as men, even though they were equally qualified. The suit also contends that the work environment at CH Robinson was extremely hostile to women as a result of lewd behavior on the part of male employees, including branch managers. A hearing on class certification in this gender discrimination suit was held in late November, 2004. At this time of this report a ruling had not yet been issued. If the class is certified as many as 2,000 current and former sales, operation and support workers would be able to sue the Minnesota based company. |
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