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

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