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, caseworkers, 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.
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Lytle & Barszcz Lawsuit in New York Against
Hartford Fire Insurance Company for Unpaid Overtime
Following on the heels of a 3.67 Million Dollar class action settlement approved by the Court, Lytle & Barszcz brought two other class action suits against 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. The case alleged violations of the Fair Labor Standards Act (“FLSA”). The Plaintiffs worked in claims processing positions with a myriad of titles but most often referred to as “Analysts.” Members of the class obtained individual awards ranging from $6,698.96 to $245,658.47.
One of the successor lawsuits was on behalf of Analysts who resided in New York at the time they worked for Hartford. The New York case, Andreas-Moses et al. v. Hartford Fire Insurance Company, alleged that the Plaintiffs worked as “Analysts” who processed disability claims and were misclassified as “exempt” from overtime pay. These Analysts processing disability claims were not paid overtime for work performed in excess of forty (40) hours in a workweek.
The successor lawsuit brought overtime claims specifically under New York Labor Law. Some states provide additional overtime protections for salaried employees. It is often hard for employees to determine what states have such protections and how they may apply to you.
“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. In addition, depending on what state you live in, you may have additional remedies available to you.
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.