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Class Actions
The purpose of a class action lawsuit is
to give the common man the ability to take on the largest corporate or
private entities (who can afford the very best legal services) and have
a chance of redressing wrongs done by these entities. It is important to
remember that even though the actual damage or cost to the individual
class member may be small, the illicit gain to the corporate entity can
be huge if done to hundreds or even hundreds of thousands of people (class
members). If you feel that you and many other people may have been cheated by
a large
corporation, employer and/or company please contact our office and let us know
some of the details. Employment:
Employees can file Class Action lawsuits if an employer is not
compensating them for overtime; split shifts; office meetings;
etc. Employers must give you proper breaks and meal periods.
If your employer is not paying you and your fellow employees for your
time, contact our office. Click here to review the class action WAGE
AND HOUR QUESTIONNAIRE. Product
Liability: Harm caused from using a product which many consumers may
have also used and been harmed from. If you think that a product
you have used has harm, contact our office. Financial
Institutions: Sometimes financial institutions charge unfair fees
and/or charges on credit cards, bank accounts and mortgages. They
also might send misleading information to you about your account.
If this happens, contact our office. WAGE AND HOUR
QUESTIONNAIRE: If you answer YES to any of
the following questions, call our office to set an appointment with Mark
Miller.
1. For hourly employees, were you
and your co-workers routinely and customarily required to work any
amount of time without being paid?
2. Have you worked as part of a
group of salaried employees not paid extra for overtime because
classified as "exempt" under administrative, managerial or
professional exemptions?
3. If classified as an exempt
manager, did you always manage at least two full time employees?
Did you actually perform managerial duties more than 50% of the
time? Were you performing
the same duties as hourly employees more than 50% of the time?
4. If
classified as exempt administrative, were you and others
performing tasks involving the product or service sold or
following set standards and procedures more than 50% of the time and not
customarily exercising discretion and independent judgement?
5. If classified as a professional,
did you obtain your expertise from educational courses higher than a
bachelor's degree?
6. If salaried, were you required
to make up partial day absences by working additional weekly hours or by
having vacation time docked?
7. For hourly employees, were you
and others routinely and customarily dismissed from the job without
being provided at least half of your scheduled shift?
8. For hourly employees, were you
required to work an "alternative workweek" schedule of four
ten hour shifts or three twelve hour shifts without you or your
predecessors having elected to participate in this procedure by secret
ballot outside the presence of your employer?
9. For hourly employees working
shifts of at least five hours, are you and your co-employees provided a
minimum 30-minute meal period during which you are completely relieved
of all duties and free to leave the premises? Are you and your
co-workers routinely not provided such meal periods?
10. For hourly employees, did your
employer communicate to you and your co-employees that you are
authorized and permitted to take a ten minute rest period for every four
hours or major fraction you work (in addition to restroom breaks)?
Are you and your co-workers routinely not provided such rest
periods?
11. Are you paid on a "piece
rate" (set fee per task performed) without being paid a premium for
overtime hours over eight per day or forty per week?
12. Are you and your co-workers
paid on a commission basis (inside retail) and not paid at least one and
half times minimum wage with over 50% of your income from actual
commission?
13. Are you and your co-workers
routinely and customarily not reimbursed for expenses (auto, cell phone,
meals, supplies) incurred in connection with your employment?
14. Are you and your co-workers
required to pool tips with any portion retained by management?
15. Are you and your co-workers
paid less than minimum wage before tips with your employer counting your
tips toward minimum wage?
16. Are you required to pay for
your uniform or is your paycheck docked for breakage or lost
merchandise? |
