What are the Sedgwick class actions?
Lytle & Barszcz successfully obtained $5.6 million in financial recoveries for two hundred salaried Sedgwick employees processing disability claims in March of 2021. The case was Easterwood et al. v. Sedgwick Claims Management Services, Inc. before the Federal Court in Orlando, Florida.
Different cases followed and one is currently pending: Gibbs v. Sedgwick Claims Management Services, Inc. This case is before the Federal Court in the Western District of Tennessee.
The plaintiffs in the Gibbs action work, or worked, for Sedgwick, processing disability claims, and were classified as exempt and paid a salary. Although all of these current and former employees were salaried, they should have been paid overtime for all hours worked over forty hours in a work week.
“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.”
Even if you did not hold one of these positions, you may still be entitled to unpaid overtime if you worked for Sedgwick or still work for Sedgwick. Sedgwick employees who process or processed claims in different states nationwide are eligible to join these actions. In addition, these salaried positions and those similar to them are frequently found throughout the insurance industry. Even if you did not work for Sedgwick but worked in a similar claims processing position for another company, you may still be entitled to unpaid overtime.
If you are a salaried employee working overtime, you must act quickly to preserve your claims.
Under both federal and state laws, you may only seek damages for unpaid overtime for a specific period of time. This means that every day that passes you may be limiting the amount of unpaid overtime you may pursue. If you are interested in learning more about these cases call Lytle & Barszcz at 1-855-LYTLE-LAW (1-855-598-5352) or 407-622-6544 TODAY. Your conversations with our firm are confidential! Our consultations are free!
Employers Cannot Retaliate
It is unlawful for an employer to retaliate against an employee for pursuing claims for overtime pay. As such, if you are hesitant to join due to current employment with Sedgwick, you may still call Lytle & Barszcz at 1-855-598-5352 or 407-622-6544 or contact us using the form below to discuss your potential claims. Your conversations with our firm are confidential!
You Cannot Waive Claims.
Even if you signed a contract, a severance agreement, a settlement agreement or similar agreement that prohibits you from participating in a lawsuit or even this particular case, you may still be entitled to assert your right to recover overtime wages under the Fair Labor Standards Act because under federal law, you may not waive your right to recover wages and other damages under the Fair Labor Standards Act unless your employer has obtained approval by the U.S. Department of Labor or a Court of competent jurisdiction.
If you think you may have an overtime claim, contact Lytle & Barszcz today to learn more. Our consultations are free.
All communications with our firm are confidential and privileged.