After successfully obtaining financial recoveries in the millions for unpaid overtime for salaried Hartford employees who processed claims, and successfully obtaining $5.6 million in financial recoveries for salaried Sedgwick employees processing claims, Lytle & Barszcz continues to assist former and or current Sedgwick employees in lawsuits for unpaid overtime.

What are the Sedgwick class actions?

Lytle & Barszcz successfully obtained $5.6 million in financial recoveries for two hundred 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.

At the present, there are two additional actions: Gibbs v. Sedgwick Claims Management Services Inc., currently before the Federal Court in Orlando, Florida for those in the position of Return to Work Specialist, and Gibbs v. Sedgwick Claims Management Services, Inc. currently before the Federal Court in Tennessee for the positions of Disability Representative Sr., Accommodation Specialist, and Absence Management Care Team Representative.

The plaintiffs in both Gibbs actions work, or worked, for Sedgwick, and currently process or previously processed claims for Sedgwick, 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.

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.

What do I need to do if I want to be included in the lawsuit?

You must act quickly! 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, or by filling out the contact form below. Your conversations with our firm are confidential!

Sedgwick 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

 

To proceed with your overtime claim as a part of the Federal Court action, contact Lytle & Barszcz today!

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