Recovery of Unpaid Overtime FL

Lawsuit against Hartford for Unpaid Overtime

New Lawsuit against Hartford for Unpaid Overtime

Hartford Overtime Action. After Obtaining a $3.67 Million Dollar Settlement in an overtime lawsuit against Hartford Fire Insurance Company on behalf of Analysts who process disability claims, Lytle & Barszcz has filed a new overtime lawsuit against Hartford: Allen et al. v. Hartford Fire Insurance Company.

In the Allen case, former and current Hartford employees who process disability claims have brought a new action against the Hartford Fire Insurance Company for unpaid overtime. The current and former Hartford employees in the lawsuit reside in states throughout the country and work in/report to or worked in/reported to office locations that include Florida, Connecticut, Georgia, Minnesota, and New York. These employees are and were Analysts who process disability claims. They were paid a salary.  These employees were classified as exempt from overtime compensation and were not paid overtime for hours worked in excess of forty (40) hours in a workweek.

State and federal laws explicitly spell out the standards governing the work week, minimum wage, overtime entitlements, and worker classifications. The Fair Labor Standards Act (FLSA), administered by the US Department of Labor, is the federal law that ensures fair compensation, including minimum wage and overtime pay.

The Allen lawsuit follows two other overtime suits against Hartford brought by Lytle & Barszcz on behalf of its clients for Hartford’s failure to pay overtime to employees misclassified as exempt, both of which were successfully settled by Lytle & Barszcz. “It is humbling to have such a large group of people come together and place their trust in you to take on a corporation,” says Mary Lytle, Managing Partner of Lytle & Barszcz. “We are delighted with the outcome in our prior cases and hope to help even more people who are entitled to unpaid overtime.”

Lytle & Barszcz has recovered millions in unpaid overtime and liquidated damages, with the most recent settlement amounts to the individual employees in Monserrate et al. v. Hartford Fire Insurance Company ranging from $6,698.96 to $245,658.47 per plaintiff.

Even if your employer paid you overtime after the fact, or had you sign a release or severance agreement, you may still be entitled to overtime and potentially double that amount.

The case of Allen et al. v. Hartford Fire Insurance Company is open for new people to join, regardless of which state you reside in, or which Hartford location you worked in or reported to.

Please contact us to find out if you are owed overtime at 855-LYTLELAW or (407) 622-6544, or by email at lb@lblaw.attorney.

Lytle & Barszcz Bring New Lawsuit in New York Against Hartford Fire Insurance Company for Unpaid Overtime

Hartford Overtime Action

Following on the heels of a $3.67 Million Dollar class action settlement approved by the Court, Lytle & Barszcz has two other current class action suits against the Hartford Fire Insurance Company for unpaid overtime. Lytle & Barszcz secured the previous $3.67 Million Dollar settlement on behalf of 47 plaintiffs following Hartford’s misclassification of their status as “exempt” from overtime pay. Members of the class obtained individual awards ranging from $6,698.96 to $245,658.47.

One of the new lawsuits is on behalf of Hartford Analysts who reside or resided in New York at the time they worked for Hartford. The New York case, Andreas-Moses et al. v. Hartford Fire Insurance Company, alleges that the Plaintiffs worked as “Analysts” who processed disability claims and were misclassified as “exempt” from overtime pay. Specifically, these Plaintiffs who were Analysts processing disability claims between November 2010 and the present were not paid overtime for work performed in excess of forty (40) hours in a workweek.

“Experience is the best teacher,” says Mary Lytle, Managing Partner of Lytle & Barszcz, “and we are delighted to bring a wealth of experience from our prior cases against Hartford for unpaid overtime to our New York clients. Having already obtained substantial recoveries for our former clients, we are in the best position to vigorously represent our new clients who have also been misclassified and not paid overtime.”

Even if your employer paid you overtime after the fact, or had you sign a release or severance agreement, you may still be entitled to overtime and potentially double that amount.

The New York case is open for new people to join. Please contact us to see if you are owed overtime. 1-855-LYTLELAW or (407) 622-6544, or by email at lb@lblaw.attorney.

 

For more information regarding the Hartford Overtime Action see:

http://www.law360.com/articles/115025/hartford-insurance-hit-with-wage-and-hour-action
http://flarecord.com/stories/511010521-hartford-fire-insurance-co-allegedly-failed-to-pay-employees-overtime-wages

$2 Million dollar jury verdict for minimum wage worker obtained by Lytle & Barszcz in a federal court trial in the United States District Court Middle District of Florida.

The Plaintiff was a minimum wage worker and had been employed less than one (1) month at the Burger King franchise. About a year before working for the company in 2017, she was in a horrific car accident that led to her needing the trachea tube in order to breathe. She was hired by a manager who was informed about the tube and saw it during her initial interview, but a “higher management official” came to the store after she started working and directed that she be terminated because of the trachea tube.

The jury’s award includes $2 million in punitive damages, as well as $30,000 for emotional pain and mental anguish, and $15,519.60 for lost wages, after just a two day trial.

If you think you may have a claim for disability discrimination, contact Lytle & Barszcz today to learn more. Our consultations are free.

All communications with our firm are confidential and privileged.

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