Millions Recovered in unpaid overtime for Salaried Employees

After Obtaining a $3.67 Million Dollar Settlement in an overtime lawsuit against Hartford Fire Insurance Company on behalf of salaried employees who process disability claims, Lytle & Barszcz filed another lawsuit against Hartford: Allen et al. v. Hartford Fire Insurance Company. This lawsuit once again, resulted in Lytle & Barszcz successfully obtaining recoveries for every Plaintiff who was properly joined.

These employees were Analysts who processed disability claims and 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. Although these employees were referred to as “Analysts,” similar positions are found throughout the insurance industry under a myriad of different titles, including Adjusters, Examiners, Associates, Representatives, Adjudicators, Case workers and similar titles.

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 followed 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 settlement amounts to the individual SALARIED 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.
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.