Employers Cannot Retaliate

Retaliation is extremely rare when employees join a class action against a large organization such as an insurance company. In fact, employees are more protected by expressing their right to join a lawsuit since the Fair Labor Standards Act and state laws forbid employers from retaliating against employees who pursue their claims for unpaid overtime.  It is also very expensive for an employer to have to defend a retaliation case because the recovery for an employee can be double the amount of the income an employee loses if an employer retaliates.

Some employees may fear retaliation by their employer for pursuing their overtime claims. This fear might prevent them from joining lawsuits and unfortunately, from obtaining financial recoveries in this class actions. However, the good news is that the Fair Labor Standards Act (the “FLSA”) specifically forbids employers from retaliating against and terminating employees who pursue their overtime claims, and our firm will file suit against any employer who retaliates against an employee for pursuing their claims. 

In Easterwood et al v. Sedgwick, 1,334 Notices and Consents to Join went to both current and former employees to join this Class Action.  Every day, current and former employees are joining this lawsuit, and there have been no reported instances of retaliation since the lawsuit was filed in April of 2019. There is strength in numbers. Meaning, that many fears should be assuaged when joining multi-Plaintiff cases and class actions.

Overtime claims have time periods in which you must file a claim or join a class action. If you wait too long out of fear of pursuing claims, you may diminish your recovery.

If you think you may have an overtime claim but fear retaliation, contact Lytle & Barszcz today to learn more.  All communications with our firm are confidential and privileged.

Sedgwick National Class

LYTLE & BARSZCZ OBTAINS NATIONAL CLASS OF SEDGWICK EMPLOYEES FOR UNPAID OVERTIME FROM THE UNITED STATES DISTRICT COURT MIDDLE DISTRICT OF FLORIDA.  JOIN TODAY!

Due to delays with the United States Mail, Consent to Join Forms are being delayed.  If you already mailed your Consent to Join Form, please contact our office to make sure that we received it.  You may also simply complete the Consent to Join Form and email it back to mlytle@lblaw.attorney so that we may ensure that it is filed immediately.

Court approved notice for this class will be sent to the class members in July 2020.   This Notice informs class members about the lawsuit and invites them to join. You have a limited period of time to join!

When you receive your Notice, immediately return the Notice of Consent to Join Form in one of the following ways:

Via U.S. Mail:

Lytle & Barszcz, P.A.
533 Versailles Drive
Second Floor
Maitland, Florida 32751

Via Scan and Email:

mlytle@lblaw.attorney

If you have any questions

Please call or email us:

1-855-LYTLE-LAW (1-855-598-5352) or (407) 622-6544

or

mlytle@lblaw.attorney

You may read more about this case here.

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If you are a SEDGWICK EMPLOYEE and did not receive Notice of this lawsuit, or have questions about whether you are owed overtime, please do not hesitate to contact us!

SEDGWICK CANNOT RETALIATE AGAINST YOU.

It is unlawful for an employer to retaliate against an employee for pursuing claims or exercising their rights to receive 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 email us at mlytle@lblaw.attorney to discuss your potential claims. Your conversations with our firm are confidential.

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

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!

Sedgwick Overtime Action

After successfully representing over one hundred Hartford Analysts nationwide who process disability claims, and obtaining financial recoveries for them, Lytle & Barszcz has been retained by current and former Sedgwick employees who process disability claims to represent them in a lawsuit for unpaid overtime.

 

What is the Sedgwick class action?

The case of Easterwood et al v. Sedgwick Claims Management Services Inc. is currently before the Federal Court in Orlando, Florida. The plaintiffs in Easterwood work, or worked, for Sedgwick, and currently process or processed disability claims for Sedgwick, and were classified as exempt and paid a salary.  As a result, these individuals are seeking damages for unpaid overtime pursuant to the Fair Labor Standards Act. Although the case was filed in Orlando, Florida, Sedgwick employees who process or processed disability claims in states nationwide are eligible to join the action.

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

You must act quickly! Under the Fair Labor Standards Act an employee may seek damages for unpaid overtime for a specific period of time; however, the first day of the “lookback” period is not set until you file an “Opt-In” notice with the federal court, stating your intent to be a part of the national class. This means that every day that passes by is another day that falls outside of the lookback period, limiting the amount of unpaid overtime you may pursue. If you are interested in learning more about this case you may call Lytle & Barszcz at 1-855-598-5352 or 407-622-6544.

 

Retaliation

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 call Lytle & Barszcz at 1-855-598-5352 or 407-622-6544 to discuss your protected status under the Fair Labor Standards Act.

 

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