FAQ

This case is a collective action under federal law. The idea behind a collective action is that it allows one or more people to sue on behalf of themselves and other people who have similar claims. To proceed as a group, though, the Court must determine whether other inside sales representatives are similarly situated. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file a motion at the appropriate time asking the Court to make these rulings.

You may be eligible to make a claim in this case for unpaid overtime compensation for hours worked over 40 in a workweek if you worked for TikTok as an Inside Sales Representative (including as a Business Development Manager, Agency Development Manager, Client Solutions Manager, Agency Partnerships Manager, or Brand Partnerships Manager) at any time within the last three years. To make a claim under federal law, you must submit a consent form.

This case seeks to include all Inside Sales Representatives who work or have worked for TikTok anywhere in the United States within the past three years.

To make a claim in this case for any unpaid overtime under the FLSA, the federal law, you must complete a consent form and return it to our office. You can sign up electronically by clicking here.

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods. Under federal law, the statute of limitation is two years back from when the worker signs up to join the lawsuit by completing and returning the written consent form referenced above. If we can prove that Defendant willfully violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If TikTok did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for ByteDance/TikTok and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Theo Hoyer, at (612) 256-3275 or thoyer@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any Inside Sales Representatives interested in making a claim for unpaid overtime, please direct them to this website to fill out a Consent Form. They may also contact the case clerk, Theo Hoyer, at (612) 256-3275 or thoyer@nka.com to sign up.

To learn more about this case, feel free to contact the case clerk, Theo Hoyer, at (612) 256-3275 or thoyer@nka.com.

This case is both a potential collective action under federal law and a potential class action under New York state law. This means that, depending on the type of claim(s) you have, there may be a slightly different process for joining and participating in this suit.

Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other people who have similar claims. To proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate time asking the Court to grant these certifications.

Because this lawsuit arises under both federal and state law, you may have a qualifying state law claim, federal law claim, or both federal and state law claims.

Federal Law:

You may be eligible to make a claim in this case for unpaid minimum wages for all hours worked and overtime compensation for hours worked over 40 in a workweek if you worked for Defendants as a Performer at any time within the last three years. To make a claim under federal law, you must submit a consent form.

State Law:

You may have a claim in this case for unpaid minimum wages and overtime wages under New York law if you worked over 40 hours per week for Defendants in New York at any time within the past six (6) years. Whether additional Performers are added to this case to pursue claims under New York state law will depend on the Court’s ruling on a motion for class certification, which has not been filed yet.

This case seeks to include all Performers who work or have worked for Defendants within the past three years.

To make a claim in this case for any unpaid overtime under the FLSA, the federal law, you must complete a consent form and return it to our office. You can sign up electronically by clicking here.

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods. Under federal law, the statute of limitation is two years back from when the worker signs up to join the lawsuit by completing and returning the written consent form referenced above. If we can prove that Defendants willfully violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your unpaid wages in this case. If Defendants did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for the Murder Mystery Company and/or American Immersion Theater and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Bridget Peterson at (612) 256-3259 or bpeterson@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any Performers interested in making a claim for unpaid overtime, please direct them to this website to fill out a Consent Form. They may also contact the case clerk, Bridget Peterson, at (612) 256-3259 or bpeterson@nka.com to sign up.

To learn more about this case, feel free to contact the case clerk, Bridget Peterson, at (612) 256-3259 or bpeterson@nka.com. You may also contact Julia Friday with our co-counsel, HKM Employers Lawyers, LLP, at 212-439-4781 or jfriday@hkm.com.

This case is a potential class action under California state law. The idea behind a class action is that it allows one or more people to sue on behalf of themselves and other people who have similar claims. To proceed as a group, though, the Court must certify the class. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motion at the appropriate time asking the Court to grant this certification.

State Law:

You may have a claim in this case for damages under California law if you worked for Kasamba as a psychic reader, or similar title, from within California and were classified as an independent contractor at any time within the past four years. Whether additional readers are added to this case to pursue claims under California law will depend on the Court’s ruling on a motion for class certification, which has not been filed yet.

This case seeks to include all psychic readers, or those in similar titles, who work or have worked for Defendant within California within the past four years.

The claims have what is called a statute of limitations, which allows workers to recover damages within specific time periods. Under California law, the statute of limitations for most claims is four years, although some claims have a shorter limitations period.

We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them. However, you do not need to have records of your work hours to be included in this case. If Defendant did not keep accurate time records, most courts will permit a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for participating a lawsuit to reclaim unpaid wages. If you currently work for Kasamba and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Bridget Peterson at (612) 256-3259 or bpeterson@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

To learn more about this case, feel free to contact the case clerk, Bridget Peterson, at (612) 256-3259 or bpeterson@nka.com.

This case is both a potential collective action under federal law and a potential class action under Minnesota state law. This means that, depending on the type of claim(s) you have, there may be a slightly different process for joining and participating in this suit.

Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other people who have similar claims. To proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate time asking the Court to grant these certifications.

You may be eligible to make a claim in this case for unpaid overtime compensation for hours worked over 40 in a workweek if you worked for Meridian as a Case Manager/Social Worker at any time within the last three years. To make a claim under federal law, you must submit a consent form.

State Law:

You may have a claim in this case for unpaid overtime wages under Minnesota law if you worked over 48 hours per week for Meridian in Minnesota at any time within the past three years. Whether additional Case Managers/Social Workers are added to this case to pursue claims under Minnesota state law will depend on the Court’s ruling on a motion for class certification, which has not been filed yet.

This case seeks to include all Case Managers/Social Workers who work or have worked for Defendants within the past three years.

To make a claim in this case for any unpaid overtime under the FLSA, the federal law, you must complete a consent form and return it to our office. You can sign up electronically by clicking here.

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods. Under federal law, the statute of limitation is two years back from when the worker signs up to join the lawsuit by completing and returning the written consent form referenced above. If we can prove that Defendants willfully violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If Defendants did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for Meridian and/or Orion Associates and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Bridget Peterson at (612) 256-3259 or bpeterson@nka.com immediately.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for Meridian and/or Orion Associates and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Bridget Peterson at (612) 256-3259 or bpeterson@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any Case Managers/Social Workers interested in making a claim for unpaid overtime, please direct them to this website to fill out a Consent Form. They may also contact the case clerk, Bridget Peterson, at (612) 256-3259 or bpeterson@nka.com to sign up.

Yes, this is a class action. On May 17, 2024, the Alameda Superior Court certified this case as a class action. A class action allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. That means that all people who worked at Tesla between November 9, 2016 and May 17, 2024 who identify as Black and/or African American are included in the class to resolve the certified issues at trial.

Importantly, however, the court determined that:

Class members MUST FILE an individual lawsuit to obtain damages after the class trial.

If the plaintiffs are successful at class trial, class members may be able to use any beneficial findings to their favor at their individual trial for damages.

If you do not file your individual lawsuit within 10 days after class notice is disseminated, then your statute of limitations will continue to run. CLICK HERE if you would like more information about asserting a claim for damages. It is of utmost importance that class members respond to any communications requiring action in a timely manner to ensure their rights are not negatively impacted.

A court-approved notice of the lawsuit will be distributed soon to all class members. This notice will contain more information about the case.

Prior to such notice being distributed, you may receive a letter in the mail asking if you identify yourself as Black and/or African American. If you identify as Black and/or African American and want to be included in this case, it is crucial you respond to this letter.

Please keep an eye out for any emails and/or letters about this case. It is of utmost importance that you timely respond to any communications that require action.

This case includes all Black and/or African American workers who worked at Tesla’s Fremont Factory between November 9, 2016 and May 17, 2024.

You do not have to pay anything if you join the lawsuit. The attorneys are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment. For information about pursuing a claim for damages, CLICK HERE.

It is against the law for an employer to retaliate against a person for joining a lawsuit alleging discrimination. If you believe you may be the victim of retaliation for joining or participating in this lawsuit, please call 415-582-4841 or email TeslaLawsuit@BryanSchwartzLaw.com.

The length of this kind of lawsuit varies from case to case, but they typically last years. In a historic lawsuit such as this one, the case will likely require 2-4 more years.

If you want to pursue a claim for damages, you should CLICK HERE for more information.

To learn more, please call 415-582-4841 or email TeslaLawsuit@BryanSchwartzLaw.com

You may be eligible to make a federal law claim in this case if you worked for TDS Telecom at any time within the past three years as a Network Specialist and were not paid overtime for the hours you worked in excess of 40 hours per week.

To make a claim in this action under federal law, you must complete a Consent Form and return it to us immediately for filing with the Court.

This case seeks to include all Network Specialists who work or have worked for TDS Telecom anywhere in the country within the past three years.

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods. Under federal law, the statute of limitations is two years back from when the consent form you return to us is filed. If we can prove TDS Telecom intentionally or recklessly violated the law, then the statute of limitations may be extended to three years. The Colorado state law claim asserted in this case has a three-year statute of limitations.

You do not have to pay anything to our firm if you join the lawsuit. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or a final judgment, and that payment will only come out of that settlement or final judgment.

Where the employer does not keep accurate time records, most courts permit the employee to make a good faith estimate of overtime hours. You do not need to have proof of the hours you worked and the court will generally accept a good faith estimate of your hours.

The length of this kind of lawsuit varies from case to case. They typically last one to two years.

The law protects you from retaliation for asserting your rights, and if you suffer retaliation, you may be able to assert additional claims. If you currently work for TDS Telecom, and you feel you are the victim of retaliation for participating in this lawsuit, contact us immediately.

If you know any Network Specialists who are interested in making a claim for unpaid overtime, please direct them to this website to fill out a consent form. They may also contact the case clerk, Theo Hoyer, at 612-256-3238 or via email at thoyer@nka.com to sign up.

To learn more about this case, feel free to contact the case clerk, Theo Hoyer at (612) 256-3275 or call toll free at (877) 448-0492, ext. 275.

As part of our investigatory efforts, we are interested in speaking with individuals in a non-heterosexual relationship who were enrolled in GEICO’s, United Healthcare Services’, and/or UnitedHealth Group’s health insurance policy prior to July 2023 and tried or wanted to conceive while being subjected to the defendants’ policy.

You may contact us toll-free at (877) 344-4628, write to us at Nichols Kaster, LLP, 235 Montgomery St #810, San Francisco, CA 94104, or email Attorney Jasjit Mundh at jmundh@nka.com.

This case seeks to represent all individuals in a non-heterosexual relationship who were enrolled in GEICO’s, United Healthcare Services’, and/or UnitedHealth Group’s insurance policy prior to July 2023 and tried or wanted to conceive while being subjected to the defendants’ policy. If you have questions about whether you are included in these classes, contact us.

For more information or questions regarding this case, please contact our paralegal, Sydney Martens, at smartens@nka.com or call 612-256-3241.

This case is both a potential collective action under federal law and a potential class action under Tennessee state law. This means that, depending on the type of claim(s) you have, there may be a slightly different process for joining and participating in this suit.

Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other people who have similar claims. To proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate time asking the Court to grant these certifications. But to join the federal minimum wage portion of this case, you must send in a consent form.

Because this lawsuit arises under both federal and state law, you may have a qualifying state law claim, federal law claim, or both federal and state law claims. You may be eligible to join this case if you were subject to the TRAP and worked for SpecialtyCare anytime since August 2020.

Again, to join the federal minimum wage portion of this case, you can submit the form electronically by clicking here.

If the Court certifies the case as a class action for the Tennessee law claims, and you are part of the certified class, you will receive a formal notice of the lawsuit with specific information about your eligibility and potential claims.

This is a potential collective action, not a class action, under federal law. The idea behind a collective action is that it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. To make a claim and join the collective, however, a paramedic/EMT needs to provide her/his consent in writing. In addition, we will also seek court-authorized notice of this lawsuit to be distributed to all similarly situated paramedics and EMTs nationwide. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file a motion at the appropriate time asking the Court to grant our request for court-authorized notice.

You may be eligible to make a federal law claim in this case if you worked for AMR, through a third-party company, at any time within the past three years as a paramedic or EMT, were classified as an independent contractor, and were not paid an overtime premium for the hours you worked over 40 per week.

This case seeks to include all paramedics and EMTs who work or have worked for AMR at any of its deployment sites anywhere in the country within the past three years.

To make a claim in this case for any unpaid overtime under federal law, you must complete a consent form and return it to our office. You can also submit the form electronically by clicking here.

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods. Under federal law, the statute of limitations is two years back from when your written consent form is filed with the court. If we can prove that AMR intentionally or recklessly violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

You do not need to have records of the hours you worked to make a claim in this case. If you do have records of the hours you worked, however, please preserve and keep them until we ask you for them. If AMR did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Bridget Peterson at (612) 256-3259 or bpeterson@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This case was recently filed and is now pending in federal court. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any paramedics or EMTs who are interested in making a claim for unpaid overtime, please direct them to this website to fill out a consent form. They may also contact the case clerk, Bridget Peterson, at (612) 256-3259 or bpeterson@nka.com to sign up.

To learn more, contact the case clerk, Bridget Peterson, at (612) 256-3259 or bpeterson@nka.com.

This case is both a potential collective action under federal law and a potential class action under Minnesota state law. This means that, depending on the type of claim(s) you have, there may be a slightly different process for joining and participating in this suit.

Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other people who have similar claims. To proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate time asking the Court to grant these certifications.

Because this lawsuit arises under both federal and state law, you may have a qualifying state law claim, federal law claim, or both federal and state law claims.

Federal Law:

You may be eligible to make a claim in this case for unpaid overtime compensation for hours worked over 40 in a workweek if you worked on-call (or “off-premise”) hours as an EMT or paramedic for North Memorial in either Minnesota or Wisconsin at any time within the last three years through the time the company began including on-call hours worked in calculating and paying overtime compensation (approximately April 2022).

State Law:

You may have a claim in this case for unpaid minimum wage and unpaid overtime compensation under Minnesota law if you worked on-call (or “off-premise”) hours as an EMT or paramedic for North Memorial in Minnesota from June 14, 2020 (three years before the Complaint was filed) until the company began paying minimum wage under Minnesota law for on-call hours worked and factoring on-call hours into the weekly total of hours worked for purposes of determining overtime pay (approximately April 2022). Whether additional Minnesota EMT/paramedics are added to this case to pursue claims under Minnesota state law will depend on the Court’s ruling on a motion for class certification, which has not been filed yet.

Under federal law, this case seeks to include all North Memorial EMTs/paramedics working in Minnesota and Wisconsin.

Under Minnesota state law, this case seeks to include North Memorial EMTs/paramedics working in Minnesota only.

Each type of federal and state law claim has what is called a statute of limitations, which allows workers to recover unpaid wages within specific time periods. Under federal law, the statute of limitations is two years back from when the worker signs up to join the lawsuit by completing and returning, and us filing, the consent form referenced above. If we can prove that North Memorial intentionally or recklessly violated the law, then the statute of limitations may be extended back to three years.

Minnesota state law is similar in that the statute of limitations is two years, and three years if we can prove that North Memorial intentionally or recklessly violated the law. If the Minnesota class is certified, the claims will go back to June 13, 2021 under the two-year statute of limitations, or June 13, 2020 under a three-year statute of limitations.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

You do not need to have records of the hours you worked to make a claim in this case. If you do have records of the hours you worked, however, please preserve and keep them until we ask you for them. Through this lawsuit, we will seek any records the company has of your hours worked.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This case was recently filed and is pending in federal court. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any EMTs and/or paramedics who are interested in making a claim for unpaid overtime, please direct them to this website to fill out a consent form. They may also contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com to sign up.

To learn more, contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com immediately.

This case is both a potential collective action under federal law and a potential class action under New York state law. This means that, depending on the type of claim(s) you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows individual people to participate in a group action with others who have similar claims.  

If the Court certifies the New York claims as a class action, then individuals who worked in the covered position(s) during the covered time period would be “class members,” unless they decide to opt-out. 

Unlike a class action, however, a collective action requires individuals to “opt-in” to the collective action. Individuals who wish to join this case need to complete a consent form in order to assert their claims under federal law. 

For both the class and collective procedures to proceed as a group, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate time asking the Court to grant these certifications. 

You may be eligible to make a federal law claim in this case if you worked for FedEx at any time within the past three years as a Security Specialist and were not paid overtime for the hours you worked in excess of 40 hours per week.

This case seeks to include all Security Specialists who work or have worked for FedEx anywhere in the country, except for in Pennsylvania because there is already a separate case pending there, within the past three years.

To make a claim in this case for any unpaid overtime under the FLSA, the federal law, you must complete a consent form and return it to our office. You can also submit the form electronically by clicking here.

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods. Under federal law, the statute of limitations is two years back from when the consent form you return to us is filed. If we can prove that FedEx intentionally or recklessly violated the law, then the statute of limitations may be extended to three years. The New York state law claim asserted in this case has a six year statute of limitations.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

You do not need to have records of the hours you worked to make a claim in this case. If you do have records of the hours you worked, however, please preserve and keep them until we ask you for them. If FedEx did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you believe you may be the victim of retaliation for joining or participating in this lawsuit, immediately contact the case clerk, Tommy Navarre, at 612-256-3238 or tnavarre@nka.com.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This case was recently filed and is pending in federal court. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any Security Specialists who are interested in making a claim for unpaid overtime, please direct them to this website to fill out a consent form. They may also contact the case clerk, Tommy Navarre, at 612-256-3238 or via email at tnavarre@nka.com to sign up.

To learn more, contact the case clerk, Tommy Navarre, at 612-256-3238 or via email at tnavarre@nka.com.

NOTE: The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through our online form. The information on this website is for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. You may seek your own counsel for advice and/or representation, and you may bring a separate case: you are not required to opt into this case. Prior results do not guarantee a similar outcome.

This case is both a collective action under federal law and a potential class action under Pennsylvania state law. This means that, depending on the type of claim(s) you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other people who have similar claims. This case has been conditionally certified as a collective action. We have not yet asked the Court to certify the case a class action.

You may be eligible to make a federal law claim in this case if you worked for FedEx as a Security Specialist in Pennsylvania at any time since October 16, 2016 and were not paid overtime for the hours you worked in excess of 40 hours per week.

This case seeks to include all Security Specialists who work or have worked for FedEx in Pennsylvania since October 16, 2016.

This case covers work that Security Specialists in Pennsylvania performed from October 16, 2016 to the present day.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

You do not need to have records of the hours you worked to make a claim in this case. If you do have records of the hours you worked, however, please preserve and keep them until we ask you for them. If FedEx did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you believe you may be the victim of retaliation for joining or participating in this lawsuit, immediately contact the case clerk, Tommy Navarre, at 612-256-3238 or via email at tnavarre@nka.com.

No. This case was recently filed and is pending in federal court. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

To learn more, contact the case clerk, Tommy Navarre, at 612-256-3238 or via email at tnavarre@nka.com.

We have defined the collective in this case as: 

All persons who worked as Medical Management Nurses, Utilization Management Nurses, Utilization Managers, Utilization Review Nurses, or in similar job titles who were paid a salary and treated as exempt from overtime laws and were primarily responsible for performing medical necessity reviews for Defendants in Maryland at any time since three years prior to the filing of this Complaint through judgment. 

The deadline to make a claim in this case under the federal Fair Labor Standards Act has passed. However, you may still be eligible to make a claim under state law if you worked over forty (40) hours per week for Elevance or one of its subsidiaries in Maryland within the past three years as a Utilization Management Nurse, Utilization Review Nurse, Utilization Manager, Medical Management Nurse, or in a similar position, and you were paid a salary and treated as exempt from overtime laws. If the Court certifies this case as a class action under Maryland state law, you will receive notice.  

There is a time limit under the federal law called a statute of limitations that allows an employee to recover unpaid wages for hours worked within two years of joining by filing a consent form. If we can prove Defendant willfully violated the law, the statute of limitations may be extended to three years. The time limit under Maryland state law is within three years of the complaint filing date. 

No, you will not have to pay us anything out of your own pocket.  We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or an award, and that payment will only come out of that settlement or award.   

If you have records relating to your work, please keep them until we ask you for them.  However, you do not need to have records of your work hours to make a claim. If an employer did not keep accurate time records, most courts will permit you to make a “good faith” estimate of your work hours. We will seek any records the company has of your hours worked. Please ensure you do not destroy any documents or data you have that relate in any way to your work for Defendant.  

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you suffer retaliation, you may have additional claims. If you work for Elevance/Anthem and you believe you may be the victim of retaliation for joining this lawsuit, contact us immediately. 

The length of this kind of lawsuit varies from case to case, but they typically last one to three years. 

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for participating in the lawsuit. 

If you have any information that may assist with this case, please contact our case clerk, Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com. 

To learn more about this case feel free to contact the case clerk, Tommy Navarre, at tnavarre@nka.com or call (612) 256-3238. 

To make a claim in this case, you must complete a consent form by May 7, 2024.

You should have received the official judicial notice of this case if:

• You are a current or former employees of Apple, Inc. classified as non-exempt/overtime eligible

• You received restricted stock units (“RSUs”) at any time from March 23, 2020 to the present

• You recorded more than forty hours of work in a workweek after receiving an RSU but before the RSU vested

If you believe you are in this group and did not receive notice, please contact us at thoyer@nka.com or (612) 256-3275.

This case is a collective action under federal law and a potential class action under California and New York state laws. Collective and class actions allow one or more people to sue on behalf of themselves and other people who have similar claims. In November, the Court granted our motion to allow this case to proceed as a collective action. As this case moves forward, we intend to file a similar motion asking the Court to grant class action certification for the state law claims.

This case seeks to include all hourly employees who work or have worked for Apple anywhere in the country who received restricted stock units that vested within the past three years.

There is a federal time limit, called a statute of limitations, that allows workers to recover unpaid wages up to three years prior to their opting into the case. Plaintiffs have also alleged claims under California and New York state laws, for which the statutes of limitations are four years and six years, respectively.

You do not have to pay anything if you make a claim in this case. We are handling the case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

We will seek records from Apple of your hours worked and overtime paid. Companies have a legal obligation to keep that information.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know anyone interested in making a claim for miscalculated overtime pay, they should contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com immediately. You can also direct them to sign up electronically. There is strength in numbers.

To learn more about this case, feel free to contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com immediately.

To make a claim in this case for any unpaid overtime under the FLSA, federal law, contact the case clerk, Chris Keup at (612) 256-3266 or ckeup@nka.com immediately.

You may be eligible to make a claim under the FLSA in this case if you worked as a non-exempt employee at CNS’ Y-12 Facility in Oak Ridge, TN at any time within the past three years and were not paid an overtime premium for all of the hours you worked over 40 per week. To our knowledge, eligible employees work or have worked within the following groups:

Electrical and Lineman/Linewoman Group, Air Conditioning and Refrigeration Mechanic Group, Asbestos Working Mechanic Group, Building Services Group, Carpenter Group, Machinist Group, Operator Group, Radiological Control Technician Group, Pipefitter Group, Sheetmetal Group, Stockkeeper Group, Garage Mechanic Group, Ironworker and Rigger Group, Machinist Assemblyperson Group, Machinist Cleaner Group, Outside Machinist Group and Welding Group

This case seeks to include current or past employees of CNS’ Y-12 Facility in Oak Ridge, TN, who work or have worked within the following groups:

Electrical and Lineman/Linewoman Group, Air Conditioning and Refrigeration Mechanic Group, Asbestos Working Mechanic Group, Building Services Group, Carpenter Group, Machinist Group, Operator Group, Radiological Control Technician Group, Pipefitter Group, Sheetmetal Group, Stockkeeper Group, Garage Mechanic Group, Ironworker and Rigger Group, Machinist Assemblyperson Group, Machinist Cleaner Group, Outside Machinist Group and Welding Group, at the Y-12 Facility in Oak Ridge, Tennessee within the past three years. 

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods.  Under federal law, the statute of limitation is two years back from when the worker signs up to join the lawsuit by completing and returning the consent form referenced above. If we can prove that CNS intentionally or recklessly violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If CNS did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any past or current CNS employees working within the Y-12 Facility in Oak Ridge, TN who are interested in making a claim for unpaid overtime, please direct them to contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com to sign up. 

To learn more, contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com immediately. 

You may be eligible to make a federal law claim in this case if you worked for the LAFD at any time within the past three years as a Firefighter III, Paramedic, Firefighter III Paramedic, Apparatus Op., Engineer, Fire Captain I, Fire Captain II, Fireboat Pilot, Fireboat Mate, Helicopter Pilot I, Helicopter Pilot II, Helicopter Pilot III, Helicopter, Pilot IV, and Helicopter Pilot V. The case seeks pay for unpaid overtime after 40 hours in a week or 204 hours in a 27 day work period, depending on work schedule. 

Please note, we are no longer filing new consent forms to join the case.

This is a potential collective action under federal law. The idea behind a collective action is that it allows on or more people to sue on behalf of themselves and other similarly situated people who have similar claims. The Court authorized us to distribute notice of the case to all LAFD firefighters who could be affected by the case. Over 1,000 firefighters joined the case. We are no longer filing new forms to join the case.

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods.  Under federal law, the statute of limitation is two years back from when the worker signs up to join the lawsuit by completing and returning the consent form referenced above. If we can prove that The City of Los Angeles willfully violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If the City of Los Angeles did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the LAFD may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Theo Hoyer at (612)-256-3275 or thoyer@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

To learn more, contact the case clerk, Theo Hoyer at (612)-256-3275 or thoyer@nka.com.

The deadline to make a claim in this case under the federal Fair Labor Standards Act has passed. However, you may still be eligible to make a claim under state law if you worked over forty (40) hours per week for Anthem or one of its subsidiaries in North Carolina in the Nurse Medical Management job title, and you were paid a salary. If the Court certifies this case as a class action under North Carolina state law, you will receive notice.

We have defined the collective and class in this case as:

All persons who are or have been employed by Defendants in North Carolina as utilization review nurses in a Nurse Medical Management job title who are/were paid a salary and treated as exempt from overtime laws, and whose primary job is/was to perform utilization reviews during applicable statutory period.

There is a time limit under the federal law called a statute of limitations that allows an employee to recover unpaid wages for hours worked within two years of joining by filing a consent form. If we can prove Defendants willfully violated the law, the statute of limitations may be extended to three years.

No, you will not have to pay us anything out of your own pocket. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or an award, and that payment will only come out of that settlement or award.

If you have records relating to your work, please keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim. If an employer did not keep accurate time records, most courts will permit you to make a “good faith” estimate of your work hours. We will seek any records the company has of your hours worked. Please ensure you do not destroy any documents or data you have that relate in any way to your work for Defendants.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you suffer retaliation, you may have additional claims. If you work for Anthem and you believe you may be the victim of retaliation for joining this lawsuit, contact the case clerk, Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for participating in the lawsuit.

If you have any information that may assist with this case, please contact our case clerk, Tommy Navarre, at 612-256-3238 or tnavarre@nka.com.

To learn more about this case feel free to contact the case clerk, Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com.

The deadline to join this case has passed. If you have any questions or concerns, please direct them to our case clerk, Tommy Navarre, at 612-256-3238 or via email at tnavarre@nka.com.

You may be eligible to make a federal law claim in this case if you worked for Brightwheel at any time within the past three years as an inside sales representative, account executive, sales development representative or other similar position, and were not paid an overtime premium for the hours you worked over 40 per week.

This is a potential collective action under federal law. The idea behind a collective action is that it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. To proceed as a group, though, the Court must certify the collective. The Court has conditionally certified this case as a collective action.

This case seeks to include all inside sales employees who work or have worked for Brightwheel anywhere in the country within the past three years.

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods. Under federal law, the statute of limitation is two years back from when the worker signs up to join the lawsuit by completing and returning the consent form referenced above. If we can prove that Brightwheel intentionally or recklessly violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If Brightwheel did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Tommy Navarre at 612-256-3238 or tnavarre@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

You may reach out to our case clerk, Tommy Navarre, at 612-256-3238 or tnavarre@nka.com with any information you have.

To learn more, contact the case clerk, Tommy Navarre, at 612-256-3238 or tnavarre@nka.com.

Bollinger v. Residential Capital, LLC, 863 F. Supp. 2d 1041 (W.D. Wash. 2012) (Collective action on behalf of 89 mortgage underwriters seeking overtime pay under the Fair Labor Standards Act. After discovery, the district court ruled in favor of the workers on the defendant’s key defenses to liability.)

Ellis v. Costco, No. 04-3341 (N.D. Cal.) (Court-approved settlement of nationwide claims alleging “glass ceiling” gender discrimination in the promotion to warehouse management positions.)

Like many people, I never imagined I would need the services of an employment attorney. And like many people who find themselves in that situation, I felt unsure of where to start my search for an attorney to help me navigate one of the most difficult times in my life.

Thankfully, I was referred to David by a friend and I am eternally grateful for that recommendation. I truly cannot say enough good things about David and his team. When you go through a difficult experience at work it can feel like your world is shattered, making it hard to remember that attorneys typically handle multiple cases at the same time. However, during all of my communications with David, he always made me feel like a priority - taking the time to listen and understand what was important to me. He also was great about proactively communicating and ensuring that I always knew the status of my case. In addition to possessing great client relations skills, David is also a really skilled attorney. I never had a doubt that he thought about my case from every angle and I was continuously impressed by his knowledge of multiple areas of employment law.

I truly could not imagine going through my experience being represented by anyone else. David is really one of the good guys. He is in this area of law because he is a believer in justice and helping people. If you are looking for a brilliant, sincere, and ethical employment attorney I would strongly recommend giving David a call.

David represented me in a case that would ultimately decide my future. I found myself involved in what started out as a wage claim that quickly escalated into a countersuit over a non-compete. This suit had the potential cost me upwards of half a million dollars or more depending on the results of the case, as well as keeping me from working in the industry in which I have spent most of my career. My case spanned several years of work in multiple states. David’s skills as an attorney were second to none. He was able to fight back every claim filed against me throughout the 18 months it took to ultimately settle my case in Federal Court.

I would like to publicly thank David for taking the time to get to know me as an individual and not just another case. Having a true understanding of who I was as a person and believing in me all the way through gave me the strength I needed. David is very passionate about the law and representing employees. I would highly recommend him if you ever find yourself in a situation against an employer. I am now the owner of a growing small business which would not have been possible without the help of David and his firm. Thank you again, David!

Not everyone understands my disability. David took the time to understand my disability. David was a strong advocate for me when I felt deflated and defeated by the lack of choices I was facing. I knew that I could be successful on a professional test, and knew that the accommodations I sought were reasonable. When the testing entity refused my request for accommodations, I hired David. David's approach with the testing entity was helpful, and reasonable, and ultimately led to the approval of the accommodations I had requested.

David is a strong and professional advocate who understands the need and the purpose of disability accommodations.

David was professional, and prompt, and provided helpful legal advice. I was looking to quickly speak with a lawyer who knows employment law. He listened to all of my questions the same day I contacted him, reviewed the information, and answered my questions the next day. I felt supported and confident about my situation after talking with David. I strongly recommend him to anyone who is seeking legal advice about an employment concern.

David brings impressive clarity and confidence to complicated circumstances with ease. He exhibits rich wisdom in the balance of logic and intuition. His sincere commitment and reliability are admirable. I am honored to have been represented by him and grateful for his tenacious perseverance for justice.

David is an excellent attorney! I spoke with 6 attorneys before meeting David. They were great attorneys but I am absolutely pleased I selected David to represent me in my wrongful termination case. He was absolutely professional and client-first the entire way. We ended up settling before the trial. I couldn't be happier to have this behind me. David is truly a class above the rest!!!!!  

David took my case after it was rejected by other lawyers, which allowed me to feel my career was just as important as anyone else's. After facing tough discrimination in my field, David was confident in standing up for me and pushing for my rights. After tough negotiations, the parties settled, which I viewed as an admission of fault from my former employer, which is more satisfying than I could have asked for.

David did an amazing job with my case, which was an employment dispute and involved aspects of complex banking rules and regulations. He was able to quickly analyze and understand the subject matter that was much more complicated than a typical employment claim. I very much enjoyed working with him, and I would highly recommend him to anyone.

I connected with David through a family member when I found myself facing a difficult employment-related situation. This was my first experience hiring a lawyer for personal reasons. Upfront, I did not know what to expect. But David took the time to carefully listen and ask probing questions; I believe he truly understood my circumstances and priorities. He then gave me an honest assessment and laid out realistic options and a plan of action.

Upon my approval, David confidently worked on the plan, involving me as much as I desired in each step. His communication was direct and to the point -- there was no wasted time or effort, something I very much appreciated. He always responded promptly to my calls and e-mails, never leaving me sitting in the dark.

David's connections, skills, and persistence led to a very reasonable outcome in a timely fashion. I cannot recommend David highly enough.

I was blessed to work with David on my case. He believed in my case and assured me that I had a case. He pursued the employer and communicated to me every step of the way. He is firm in what he does. I saw the result of his belief in my case at the settlement. I highly recommend him for employment cases.

With David Schlesinger’s professional expertise and skills, I had a strong advocate in a legal matter, a way to stand up for myself, and a way to be heard. David was accessible, communicated with courtesy and candor, kept me informed about the process, delineated the choices I faced, and allowed me to make informed decisions. I am so grateful that I was referred to him, and I highly recommend him as well.

Cummings v. Chevron Corp, (JAMS, San Francisco) (Finding that Chevron misclassified Mr. Cummings, an oilfield worker, as an independent contractor and exempt from overtime, and awarding $284,270.15 in damages plus $227,263.80 in attorneys' fees and costs);  Roper v. Federal National Mortgage Association (N.D.Ga.) (Confirming an award of $15,377.20 to Mr. Roper, an underwriter who was misclassified as exempt from overtime, as well as an award of $128,022.72 in attorneys’ fees and costs); Rhodes v. CashCall, Inc. (JAMS, Orange County) (Finding that CashCall misclassified Mr. Rhodes, a loan processor, as exempt from overtime, and awarding $30,000 in damages and $88,179 in attorneys’ fees and costs); Garcia v. CashCall, Inc. (JAMS, Orange County) (Finding that CashCall misclassified Mr. Garcia, a mortgage underwriter, as exempt from overtime, and awarding $20,000 in damages and $98,709 in attorneys’ fees and costs); Good v. CashCall, Inc. (JAMS, Orange County) (Finding that CashCall misclassified Ms. Good, a lead mortgage underwriter, as exempt from overtime, and awarding $43,631 in unpaid overtime and $50,627.49 in attorneys’ fees and costs); Green v. CashCall, Inc. (JAMS, Orange County) (finding that CashCall misclassified Ms. Green, a loan processor, as exempt from overtime, and awarding $15,067.72 in damages and $54,165.50 in attorneys’ fees and costs).

Aguilera v. Prospect Mortgage, LLC, 2013 WL 4779179 (C.D. Cal. 2013) (Ordering Defendant to individual arbitration in compliance with its own arbitration agreement, and finding that claimants did not waive their right to arbitrate by first participating in a collective action which was later decertified); Aldrich v. Prospect Mortgage, LLC, 2013 WL 5506676 (N.D. Cal. 2013) (same).

Ganci v. MBF Inspection Services, Inc., 323 F.R.D. 249 (S.D. Ohio Oct 27, 2017) (certifying Rule 23 class of pipeline inspectors classified as exempt from overtime); Cervantez v. Celestica Corp., 253 F.R.D. 562 (C.D. Cal. 2008) (certifying Rule 23 class of manufacturing workers for unpaid time spent in employer’s security lines); Villarreal v. Caremark LLC, 2014 WL 7184014 (D. Ariz. 2014) (granting conditional certification under the FLSA); Goodwin v. Citywide Home Loans, Inc., 2014 WL 7174223 (C.D. Cal. 2014) (same); Williams v. U.S. Bank Nat. Ass'n, 2013 WL 3119055 (E.D. Cal. June 20, 2013) (same); Bollinger v. Residential Capital, LLC, 761 F. Supp. 2d 1114, 1115 (W.D. Wash. 2011) (granting conditional certification under the FLSA); Gee v. Suntrust Mortg., Inc., 2011 WL 722111 (N.D. Cal. Feb. 18, 2011) (same); Lindberg v. UHS of Lakeside, LLC, 761 F. Supp. 2d 752 (W.D. Tenn. 2011) (same); Gil v. Solectron Corp., 2009 WL 88346 (N.D. Cal. 2009) (same); Misra v. Decision One Mortg. Co., LLC, 673 F. Supp. 2d 987 (C.D. Cal. 2008) (same); Wong v. HSBC Mortgage Corp. (USA), 2008 WL 753889 (N.D. Cal. 2008).

Ray v. Cty. of Los Angeles, 935 F.3d 703 (9th Cir. 2019) (holding that the County of Los Angeles does not enjoy sovereign immunity from suit for unpaid wages under federal law); Cervantez v. Celestica Corp., 618 F. Supp. 2d 1208 (C.D. Cal. 2009) (finding that a manufacturing company was an employer under California law of temporary employees employed in its facility).

McKeen-Chaplin v. Provident Savings Bank, FSB, 862 F.3d 847 (9th Cir. 2017) (finding that mortgage underwriters do not fit within the administrative exemption and are therefore non-exempt employees entitled to overtime); Bollinger v. Residential Capital, LLC, 863 F. Supp. 2d 1041 (W.D. Wash. 2012) (granting plaintiffs’ motion for summary judgment on the administrative exemption and the good faith defense); Wong v. HSBC Mortgage Corporation, et al., 2010 WL 3833661 (N.D. Cal., 2010) (September 29, 2010) (granting plaintiffs’ motion for summary judgment on the administrative exemption, retail sales, and services exemption, and professional exemption).

You may be eligible to make a federal law claim in this case if you worked for Zayo at any time within the past three years in any state as a Service Delivery Coordinator, or other position with similar titles and/or duties, and were not paid an overtime premium for the hours you worked over 40 per week. 

This case is a potential collective action under federal law. The idea behind a collective action is that it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. To proceed as a group, though, the Court must certify the collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file a motion at the appropriate time asking the Court to grant conditional certification.

This case seeks to include all SDCs who work or have worked for Zayo anywhere across the country within the past three years. 

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods.  Under federal law, the statute of limitation is two years back from when the worker signs up to join the lawsuit by completing and returning the written consent form referenced above. If we can prove that Zayo intentionally or recklessly violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If Zayo did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for DisplayMax and/or FixtureMax and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Jacob Vandervest, at jvandervest@nka.com or (612) 256-3221 immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any SDCs interested in making a claim for unpaid overtime, they should contact the case clerk, Jacob Vandervest, at jvandervest@nka.com or (612) 256-3221 to sign up. 

To learn more about this case, feel free to contact the case clerk, Jacob Vandervest, at jvandervest@nka.com or (612) 256-3221.

As part of our investigatory efforts, we are interested in speaking with others who are or were incarcerated at Women’s Huron Valley Correctional Facility and believe they were treated unlawfully.

You may contact us toll free at 1-877-448-0492, write to us at Nichols Kaster, PLLP, 4700 IDS Center, 80 South Eighth Street, Minneapolis, MN 55402, or email Haley Thompson at hthompson@nka.com.

This case seeks to represent two classes:

• Current and Former Inmate Class: This case seeks to represent a class of all current and former detainees and inmates in WHV who, while incarcerated at WHV, had a skin rash consistent with a scabies infestation and who were denied treatment, or whose delayed treatment caused the condition to worsen, since November 2016. 
• Injunctive Relief Class: This case seeks to represent an injunctive relief class on behalf of all WHV inmates since November of 2016. 

If you have questions about whether you are included in these classes, contact us.

In a class action lawsuit, one or more people, called the “class representatives,” sue on behalf of themselves and other people who have similar claims. Together, this group of people is called a “class” or “class members.” The class representative and the class members together are called the “Plaintiffs.” The companies they sue are called the “Defendants.” The judge or jury resolves the claims for everyone in the class—except those who ask to be excluded from the lawsuit.

Class actions can often take years.  Please check this page periodically for updates on the case’s status.

As part of our investigatory efforts, we are interested in speaking with others who are or were incarcerated at Women’s Huron Valley Correctional Facility and believe they were treated unlawfully.

You may contact us toll-free at 1-877-448-0492, write to us at Nichols Kaster, PLLP, 4700 IDS Center, 80 South Eighth Street, Minneapolis, MN 55402, or email Haley Thompson at hthompson@nka.com.

This case seeks to represent two classes:

• Current and Former Inmate Class: This case seeks to represent a class of all current and former detainees and inmates in WHV who, while incarcerated at WHV, experienced symptoms consistent with mold exposure since November 20, 2016.
• Injunctive Relief Class: This case seeks to represent a class of all detainees and inmates of WHV who were incarcerated at WHV since November 20, 2016.

If you have questions about whether you are included in these classes, contact us.

In a class action lawsuit, one or more people, called the “class representatives,” sue on behalf of themselves and other people who have similar claims. Together, this group of people is called a “class” or “class members.” The class representative and the class members together are called the “Plaintiffs.” The companies they sue are called the “Defendants.” The judge or jury resolves the claims for everyone in the class—except those who ask to be excluded from the lawsuit.

Class actions can often take years.  Please check this page periodically for updates on the case’s status.

You are eligible to make a claim in this case if you worked for Westgate as a timeshare sales rep anytime between October 23, 2016, to present, in Tennessee, and were not paid an overtime premium for all of your overtime hours worked.

This case is a potential collective action under federal law. The idea behind a collective action is to allow one or more people to sue on behalf of themselves and other people who have similar claims. We will be asking the court to certify this case as a collective action to allow people to proceed as a group with their overtime claims.

This case seeks to include all timeshare sales reps that work or have worked for Westgate anywhere across the country within the past three years. 

There is a federal time limit, called a statute of limitations, that allows workers to recover unpaid overtime wages within two years of the worker signing up to join the lawsuit by completing and returning the consent form referenced above. If we can prove that Westgate willfully violated the law, the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If Westgate did not keep accurate time records, most courts will permit you to estimate your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for Westgate and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any timeshare sales reps interested in making a claim for unpaid overtime, they should contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com. You can also direct them here to sign up electronically. There is strength in numbers. 

To learn more about this case, feel free to contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com.

Sil el tribunal certifica este caso como una acción de clase, todos los limpiadores que han trabajado por Vanguard durante los pasados cuatro años estarán en el caso automáticamente a menos que algunos escojan no participar.

Es posible que tenga una reclamación bajo la ley de California si ha trabajado como limpiador por Vanguard alguna vez en los últimos cuatro años.

Este caso es una demanda colectiva putativa bajo la ley de California. La ventaja de una demanda colectiva es que permite que una persona (o varias personas) puedan demandar por su propia cuenta y por otra gente que tenga reclamaciones semejantes. De todos modos, para demandar como un grupo, el Tribunal tiene que certificar la clase. Como que estamos en las primeras etapas del caso, ningún juez nos ha hecho esta certificación aún, pero queremos solicitar el permiso de la compañía para hacerlo o presentar en los momentos apropiados las mociones pidiendo al Tribunal que conceda estas certificaciones.

El estatuto de limitaciones para las leyes de California dentro de la queja es de hasta cuatro años.

No tiene que pagar nada si quiere unirse a esta demanda. Nos encargamos de este caso sobre una base de contingencia. Esto quiere decir que nosotros solamente seremos pagados si la demanda resulta en la obtención de reparación a través de un acuerdo, una concesión o un juicio final. Nuestro pagamiento solamente vendrá de ese acuerdo, concesión o juicio final.

Si tiene un registro de las horas que trabajo, por favor manténgalo y guárdelo hasta que se lo pedimos. Sin embargo, no es necesario que tenga un registro de sus horas trabajadas para hacer una reclamación en este caso. Si Vanguard no mantuvo un registro correcto, muchos tribunales le permitirán hacer un estimado de sus horas trabajadas. A través de esta demanda, nosotros pediremos cualquier registro que tenga la compañía de sus horas trabajadas.

Es ilegal que un empleador tome represalias contra una persona por unirse a una demanda para reclamar sueldo no pagado. Si usted trabaja actualmente por Vanguard y cree que tal vez ha sido victima de represalias por unirse o por participar en este caso, póngase en contacto inmediatamente con el secretario de este caso, Tommy Navarre, a tnavarre@nka.com o 612-256-3238.

La duración de este tipo de caso varía, pero suelen durar de uno a tres años.

No. Esta es una demanda pendiente. No hay dinero disponible actualmente y no hay ninguna garantía de que usted pueda recibir dinero al unirse a este caso.

Si conoce otros limpiadores que trabajan o que han trabajado por Vanguard que usted crea podría haber sido clasificado incorrectamente como un contratista independiente, deberían ponerse en contacto con el secretario de este caso, Tommy Navarre, a tnavarre@nka.com o 612-256-3238.

Para aprender más sobre este caso, no dude en ponerse en contacto con el secretario de este caso, Tommy Navarre, a tnavarre@nka.com o 612-256-3238.

If the Court certifies this case as a class action, all cleaners who worked for Vanguard within the past four years will likely be automatically included, unless they choose to opt-out.

You may have a claim under state law if you worked for Vanguard in California as a cleaner at any time within the past four years.

This case is a potential class action under California state law. The idea behind a class action is that it allows one or more people to sue on behalf of themselves and other people who have similar claims. In order to proceed as a group, though, the Court must certify the class. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate times asking the Court to grant these certifications.

The statute of limitations for California state law claims in the complaint is as long as four years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim in this case. If Vanguard did not keep accurate time records, most courts will permit you to estimate your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for Vanguard and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Tommy Navarre, at 612-256-3238 or via email at tnavarre@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any cleaners that work or have worked for Vanguard that you believe may have been misclassified as an independent contractors, they should contact the case clerk, Tommy Navarre, at 612-256-3238 or via email at tnavarre@nka.com.

To learn more about this case, feel free to contact the case clerk, Tommy Navarre, at 612-256-3238 or via email at tnavarre@nka.com.

Because this lawsuit arises under both federal and state law, you may have a qualifying state law claim, federal law claim, or both federal and state law claims.

Do I Have a Qualifying Federal Law Claim?

You are eligible to make a federal law claim in this case if you worked for Tyler Technologies as an Implementation Rep (which includes Implementation Coordinators, Implementation Consultants, or other positions with similar titles and/or duties) at any time within the past three years in any state, and were not paid an overtime premium for the hours you worked over 40 per week. 

Do I Have a Qualifying State Law Claim?

You may have a claim under state law if you worked for Tyler Technologies in California as an Implementation Rep (which includes Implementation Coordinators, Implementation Consultants, or other positions with similar titles and/or duties) at any time within the past four years. 

This case is both a potential collective action under federal law and a potential class action under California state law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. In order to proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate times asking the Court to grant these certifications.

This case seeks to include all Implementation Reps that work or have worked for Tyler Technologies anywhere across the country within the past three years. 

Each type of federal and state law claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods. Under federal law, the statute of limitation is two years back from when the worker signs up to join the lawsuit by completing and returning the written consent form referenced above. If we can prove that Tyler Technologies intentionally or recklessly violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If Tyler Technologies did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for Tyler Technologies and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any Implementation Reps interested in making a claim for unpaid overtime, they should contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com immediately to sign up. There is strength in numbers. 

To learn more about this case, feel free to contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com.

To make a claim in this case for any unpaid overtime under the FLSA, federal law, you must complete a consent form and return it to our office. You can sign up electronically by clicking here.

You may be eligible to make a federal law claim in this case if you worked for TransPerfect at any time within the past three years in any state, excluding New York, as a Project Manager, Sr. Project Manager, Executive Project Manager, or other position with similar titles and/or duties, and were not paid an overtime premium for the hours you worked over 40 per week. 

This case is a potential collective action under federal law. The idea behind a collective action is that is allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. To proceed as a group, though, the Court must certify the collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file a motion at the appropriate time asking the Court to grant conditional certification.

This case seeks to include all Project Managers who work or have worked for TransPerfect anywhere across the country, outside of New York, within the past three years. 

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods. Under federal law, the statute of limitation is two years back from when the worker signs up to join the lawsuit by completing and returning the written consent form referenced above. If we can prove that TransPerfect intentionally or recklessly violated the law, the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If TransPerfect did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for TransPerfect and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Ignasi Dorca at (612) 256-3224 or idorca@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any Project Managers interested in making a claim for unpaid overtime, they should contact the case clerk, Ignasi Dorca, at (612) 256-3224 or idorca@nka.com to sign up. 

To learn more about this case, feel free to contact the case clerk, Ignasi Dorca, at (612) 256-3224 or idorca@nka.com.

Anyone who worked for TQL as a Logistics Account Executive Trainee (“LAET”) and/or as a new Logistics Account Executive paid on a salary-only basis (“Junior LAE”) in Ohio at some point between September 21, 2008, to April 15, 2016, is an eligible class member.

This case is both a collective action under federal law and a class action under Ohio state law. Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other people who have similar claims.

Anyone who worked for TQL as a Logistics Account Executive Trainee (“LAET”) and/or as a new Logistics Account Executive paid on a salary-only basis (“Junior LAE”) in Ohio at some point between September 21, 2008, to April 15, 2016, is an eligible class member.

As mentioned above, we have partnered with Meizlish & Grayson, and are handling the case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

On September 26, 2023, TQL and Ken Oaks were found liable for unpaid overtime and liquidated (or double) damages. As of July 2024 the parties have filed competing motions with the court regarding the extent, format, and timing for the exchange of damage-related information. Following the exchange of such information we will need to prove damages on a class and collective-wide basis at a trial. While the parties differ on the expected timing of a damages trial, we anticipate it could occur sometime in 2025 or early 2026. We recognize this lawsuit has been pending for a long period of time and appreciate your commitment to holding TQL accountable.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for Total Quality Logistics and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Bridget Peterson, at bpeterson@nka.com or (612) 256-3259 immediately.

To learn more about this case, feel free to contact the contact the case clerk, Bridget Peterson, at bpeterson@nka.com or (612) 256-3259 .

If you worked as a merchandiser for Spar, were classified as an “independent contractor,” or worked over forty hours during any work weeks in the past three years without receiving overtime premiums, you may have a claim to seek to recover back wages.

The Court has already allowed a conditional collective of merchandisers from the greater Houston and Galveston areas to proceed together in this case. We plan on renewing our request to include all merchandisers outside of California interested in joining.

There is a statute of limitations that allows you to recover pay for hours worked during the two years before you bring your claim. If we can prove Spar willfully violated the law, the statute of limitations will be extended to three years.

The attorneys are handling this case on a contingency fee basis. This means we will only be paid if we are successful in obtaining relief for you. Our payment will only come out of your settlement, final judgment, or award. If for some reason we are not successful, you pay us nothing.

During litigation, we will request that Spar provide us with any documents or other evidence of your work hours. Where the employer does not keep accurate time records, most courts permit the employee to make a “good faith” estimate of the overtime hours they worked. You do not need to have documentary proof of the hours you worked, and the court will generally accept a good-faith estimate of your hours.

The law protects employees against retaliation for asserting their rights, and if you suffer retaliation, you may be able to bring additional claims. If you currently work for Spar, and you feel you are the victim of retaliation for participating in this case, contact us immediately.

If you have information that may assist us with this case, including non-confidential documents that relate to unpaid overtime, please contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com.

To learn more about this case, please contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com.

As part of our investigatory efforts, we are interested in speaking with others who paid costs towards mandatory and other additional fees for the Spring 2020 academic semester at the University of Minnesota. You may contact us toll-free at (877) 344-4628 or email Attorney Rebekah Bailey at bailey@nka.com.

The class seeks to represent all people who paid fees for or on behalf of students enrolled in classes at the University of Minnesota for the Spring 2020 semester. If you have questions about whether you are included in these classes, contact us.

In a class action lawsuit, one or more people, called the “class representatives,” sue on behalf of themselves and other people who have similar claims. Together, this group of people is called a “class” or “class members.” The class representative and the class members together are called the “Plaintiffs.” The companies they sue are called the “Defendants.” The judge or jury resolves the claims for everyone in the class—except those who ask to be excluded from the lawsuit.

Class actions can often take years. The length of time for a case can vary extensively.  Please check this page periodically for updates on the case’s status.

As part of our investigatory efforts, we are interested in speaking with others who may have been affected by a County employer’s failure to properly remit employer-match compensation to MSRS for investment.

You may contact us toll-free at (877) 344-4628, write to us at Nichols Kaster, PLLP, 4700 IDS Center, 80 South Eighth Street, Minneapolis, MN 55402, or email Attorney Melanie Johnson at mjohnson@nka.com.  

In a class action lawsuit, one or more people, called the “class representatives,” sue on behalf of themselves and other people who have similar claims. Together, this group of people is called a “class” or “class members.” The class representative and the class members together are called the “Plaintiffs.” The companies they sue are called the “Defendants.” The judge or jury resolves the claims for everyone in the class—except those who ask to be excluded from the lawsuit.

Class actions can often take years, but the precise length of time is unknown. Please check this page periodically for updates on the case’s status.

Because this lawsuit arises under both state and federal law, you may have a qualifying state law claim, federal law claim, or both state and federal law claims.

Do I Have a Qualifying State Law Claim?

You may have a claim under Pennsylvania state law if you worked overtime (over 40 hours per week) as a direct care worker for PPL within the past three years.

Do I Have a Qualifying Federal Law Claim?

You are eligible to make a claim in this case under federal law claim if you worked overtime (over 40 hours per week) for PPL as a direct care worker at any time from January 1, 2015, to the present. In order to make a claim, please complete a consent form (see below) and return it to our office.

This case is both a potential class action under state law and a potential collective action under federal law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other people who have similar claims. In order to proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to file the motions at the appropriate times asking the Court to grant these certifications.

While the federal statute of limitations in cases such as this typically allows you to recover unpaid wages for hours worked within two years of signing up for the lawsuit (three years if we can prove the company willfully violated the law), the new home health care worker regulations were implemented in January 2015. This means, under federal law, your claim for overtime pay may only go back as far as January 1, 2015. Pennsylvania law allows you to recover unpaid wages for hours worked over 40 per week, within three years of signing up for the lawsuit.

You do not have to pay anything to our firm if you join the lawsuit. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief through a settlement, final judgment, or award, and our payment will come only out of that settlement, final judgment, or award.

It appears that PPL may have records of your time worked that we can obtain during litigation. Even so, you do not need to have proof of the exact hours you worked. If an employer does not keep accurate time records, most courts allow an employee to make a “good faith estimate” of the overtime hours worked.

The length of lawsuits varies. Cases like this typically last one to two years.

The law protects you from retaliation for asserting your rights: it is against the law to retaliate against a person for joining a lawsuit for unpaid wages. If you suffer retaliation, you may be able to assert additional claims. If you feel you may be the victim of retaliation for participating in this lawsuit, please contact our clerk Tommy Navarre at tnavarre@nka.com or (612) 256-3238 immediately.

If you have any information that may assist with this case, please contact our clerk Tommy Navarre at tnavarre@nka.com or call (612) 256-3238.

To learn more about this case, feel free to contact our clerk Tommy Navarre at tnavarre@nka.com or call (612) 256-3238. You can also review case updates, which we will post periodically above.

You may be eligible to make a demand if you worked as a store manager, assistant store manager, and/or sales representative within the past three years and were not paid for all the overtime hours you worked (hours over 40 in a workweek). 

Retail store employees who work or have worked for Prime Communications in any state anywhere across the country within the past three years may make a demand for unpaid overtime wages.  

There is a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods. Under federal law, the statute of limitation is two to three years back from when we file your demand with the American Arbitration Association.

We are handling these matters on a contingency fee basis. This means we will only be paid if we are successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment and not your pocket.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay. If Prime Communications did not keep accurate time records, you are permitted to make a good-faith estimate of your work hours. We will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for making a claim for unpaid wages. If you currently work for Prime Communications and you believe you may be the victim of retaliation, contact the case clerk, Bridget Peterson at (612) 256-3259 or bpeterson@nka.com immediately.

The length of these matters varies but can typically last one to two years.

No. These matters are ongoing. There is no money currently available and there is no guarantee that you will receive money.

If you know any store managers, assistant store managers, and/or sales representatives interested in making a demand for unpaid overtime, they should contact the case clerk, Bridget Peterson at (612) 256-3259 or bpeterson@nka.com to sign up. 

To learn more, feel free to contact the case clerk, Bridget Peterson at (612) 256-3259 or bpeterson@nka.com.

To join others in making a claim for overtime compensation under federal law, you must complete a Plaintiff Consent form. This form will be filed with the Court. To complete and submit the form electronically, click here.

Because this lawsuit arises under both federal and state law, you may have a qualifying federal law claim, state law claim, or both federal and state law claims.

Do I Have a Qualifying Federal Law Claim?

You may be eligible to make a claim under federal law if you worked over 40 hours per week for PayCor anywhere in the United States, within the past three years as an implementation consultant, associate implementation consultant, or similar position. 

Do I Have a Qualifying State Law Claim?

You may be eligible to make a claim under state law if you worked over 40 hours per week for PayCor as an implementation consultant, associate implementation consultant, or in a similar position in Ohio within the past three years.

This case is both a potential collective action under federal law and a potential class action under Ohio state law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Although the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. To proceed as a group though, the Court must certify the class and/or collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate time asking the Court to grant these certifications.

There is a time limit under the federal law called a statute of limitations that allows an employee to recover unpaid wages for hours worked within two years of joining by filing a consent form. If we can prove PayCor willfully violated the law, the statute of limitations may be extended to three years.

No, you will not have to pay us anything out of your own pocket.  We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or an award, and that payment will only come out of that settlement or award. 

If you have records relating to your work with PayCor, please keep them until we ask you for them.  However, you do not need to have records of your work hours to make a claim. If PayCor did not keep accurate time records, most courts will permit you to make a “good faith” estimate of your work hours.  We will seek any records the company has of your hours worked. Please ensure you do not destroy any documents or data you have that relate in any way to your work for PayCor.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you suffer retaliation, you may have additional claims. If you work for PayCor and you believe you may be the victim of retaliation for joining this lawsuit, contact us contact the case clerk, Madeline Orozco, at morozco@nka.com or call (612) 256-3297

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for participating in the lawsuit.

If you know of any implementation consultants or others working in similar positions who may be interested in making a claim for unpaid overtime, please inform them that they should contact the case clerk, Bridget Peterson, at bpeterson@nka.com or call (612) 256-3259. to determine whether they may be eligible to make a claim.

To learn more about this case feel free to contact the case clerk, Bridget Peterson, at bpeterson@nka.com or call (612) 256-3259.

You are eligible to make a claim in this case if you worked for Pathway Health Services, Inc. as a consultant at any time within the past three years and were not paid for all the hours you worked, including overtime hours worked over 40 per week.

Yes, in part. The case is both a potential class action for unpaid straight-time wages under Minnesota law and a putative collective action for unpaid overtime wages under federal law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other people who have similar claims. In order to proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate times asking the Court to grant these certifications.

This case seeks to include all nurse consultants, regardless of location, who work or have worked for Pathway and was not paid for all of the time they spent on the types of work-related activities identified above within the past three years as a result of the company’s alleged policy to only pay consultants for the hours they are allowed to complete a project or the hours they are scheduled per week according to a project sheet, rather than all of the hours they worked.  

There is a federal time limit, called a statute of limitations, that allows workers to recover unpaid overtime wages within two years of the worker signing up to join the lawsuit by completing and returning/submitting the consent form referenced above. If we can prove that Pathway willfully violated the law, the statute of limitations may be extended to three years. State law is similar.

You do not have to pay anything if you make a claim in this case. We are handling the case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your pay. If a company did not keep accurate time records, most courts will permit you to estimate your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit or participating in a lawsuit to reclaim unpaid wages. If you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any nurse consultants interested in making a claim for unpaid overtime, they should contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com. You can also direct them here to sign up electronically. There is strength in numbers. 

To learn more about this case, feel free to contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com.

If you worked for P.F. Chang’s as a server at any time between July 2015 and the present, you regularly perform(ed)  side-work more than 20% of your time working in a workweek, and P.F. Chang’s applied the tips you earned towards its minimum wage obligation for the hours you spent on side-work, instead of paying you the full federal hourly minimum wage ($7.25 per hour) for such work, you have a claim under the federal Fair Labor Standards Act for additional compensation and double damages.

This case seeks to include servers who worked for P.F. Chang’s anywhere across the country.  Servers who worked in states that do not permit employers to pay servers using “tip-credit” minimum wage, such as California, Oregon, Washington, Nevada, Montana, Minnesota, and Alaska are excluded.

There is a time limit under federal law, called a statute of limitations, that allows an employee to recover unpaid wages for hours worked within two years of the individual signing up to join the lawsuit by completing the consent form referenced above. If we can prove that P.F. Chang’s willfully violated the law, the statute of limitations may be extended to three years.

You do not have to pay anything to us if you join the lawsuit. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or a final judgment, and that payment will only come out of that settlement or final judgment.

If you have records related to your work with P.F. Chang’s, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to participate in this case. If P.F. Chang’s did not keep accurate time records, or permit you to record all of your time worked, most courts will permit you to make a good faith estimate of your work hours. We will seek any records the company may have of your hours worked through this lawsuit. Please ensure you do not destroy any documents or data you have that relate in any way to your work for P.F. Chang’s.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you suffer retaliation, you may have additional claims against your employer. If you currently work for P.F. Chang’s and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact us immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for participating in the lawsuit.

Right now, we are hoping to talk to as many employees as possible to learn more about their potential claims. If you work or worked as a server or have information regarding servers at P.F. Chang’s, please contact the case clerks on the case, Madeline Orozco, at (612) 256-3297 or morozco@nka.com or Tommy Navarre at tnavarre@nka.com  or (612) 256-3238.

To learn more about this case, feel free to contact the case clerks on the case, Madeline Orozco, at (612) 256-3297 or morozco@nka.com or Tommy Navarre at tnavarre@nka.com or (612) 256-3238.

To make a claim in this case for any unpaid overtime under the FLSA, federal law, you must complete a consent form and return it to our office. You can sign up electronically by clicking here.

You may be eligible to make a federal law claim in this case if you worked for OpSec at any time within the past three years as a Brand Analyst, Sr. Brand Analyst, or other position with similar titles and/or duties and were not paid an overtime premium for the hours you worked over 40 per week. 

This case is a potential collective action under federal law. The idea behind a collective action is that it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. To proceed as a group, though, the Court must certify the collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file a motion at the appropriate time asking the Court to grant conditional certification.

This case seeks to include all Brand Analysts who work or have worked for OpSec anywhere across the country within the past three years. 

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods.  Under federal law, the statute of limitation is two years back from when the worker signs up to join the lawsuit by completing and returning the written consent form referenced above. If we can prove that OpSec intentionally or recklessly violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If OpSec did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for OpSec and you believe you may be the victim of retaliation for joining or participating in this lawsuit, please contact case clerk Bridget Peterson at bpeterson@nka.org or 612-256-3249 immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any Brand Analysts interested in making a claim for unpaid overtime, they should please contact case clerk Bridget Peterson at bpeterson@nka.org or 612-256-3249.

To learn more about this case, feel free to please contact case clerk Bridget Peterson at bpeterson@nka.org or 612-256-3249.

If you are interested in participating in this case, please contact the case clerk, Ignasi Dorca at idorca@nka.com or call toll-free at (612) 256-3200. There is a possibility the Court will certify this case as a class action under California state laws.  If that happens, eligible drivers will be notified they are covered and will automatically be included in this case unless they “opt-out.” 

If you worked for Oakley Transport as a driver within the past four years and drove within California, you may be eligible to recover damages in this case. If you have questions about your eligibility, please contact the case clerk, Ignasi Dorca at idorca@nka.com or call toll-free at (612) 256-3200.

There is a time limit under California law called a statute of limitations that allows an employee to recover unpaid wages for up to four years.  If you drove in California for Oakley Transport within four years prior to the filing of the Complaint to the present, you may be included as a class member. 

No, you will not have to pay us anything out of your own pocket.  We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or an award, and that payment will only come out of that settlement or award. 

If you have records relating to your work with Oakley Transport, please keep them until we ask you for them.  However, you do not need to have records of your work hours to make a claim. If Oakley Transport did not keep accurate time records, most courts will permit you to make a “good faith” estimate of your work hours.  We will seek any records the company has of your hours worked. Please ensure you do not destroy any documents or data you have that relate in any way to your work for Oakley Transport.  

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you suffer retaliation, you may have additional claims. If you work for Oakley Transport and you believe you may be the victim of retaliation for joining this lawsuit, contact us immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for participating in the lawsuit.

If you are interested in assisting with this case for unpaid wages, please contact our case clerk to discuss how you can help. If you know of any drivers who may be interested in participating in this claim for unpaid wages, please inform them that they should contact us to determine whether they are eligible.

To learn more about this case feel free to contact the case clerk, Ignasi Dorca at idorca@nka.com or call toll-free at (612) 256-3200.

The deadline to join has passed.

The deadline to join has passed.

This case includes all loan processors who joined who work or worked for NVR in any state except the state of Florida, at any time within the past three years.  

There is a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods. Under federal law, the statute of limitations is two years back from when the worker signs up to join the lawsuit. If we can prove that NVR knowingly or willfully violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay. If NVR did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for NVR and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

Questions can be directed to the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com. You may review the Case Updates section of this website as well.

The deadline to join has passed.

The deadline to join has passed.

This case includes loan officers who joined who work or worked for NVR in any state except the state of Florida, at any time within the past three years.

There is a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods. Under federal law, the statute of limitations is two years back from when the worker signs up to join the lawsuit. If we can prove that NVR knowingly or willfully violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay. If NVR did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for NVR and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

Questions can be directed to the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com. You may review the Case Updates section of this website as well.

The deadline to join has passed.

The deadline to join has passed.

This case is a collective action under federal law for Florida loan employees only.

This case includes Florida loan officers and processors who joined.

There is a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods.  Under federal law, the statute of limitations is two years back from when the worker signs up to join the lawsuit. If we can prove that NVR knowingly or willfully violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay. If NVR did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for NVR and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

Questions can be directed to the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com. You may review the Case Updates section of this website as well.

As part of our investigatory efforts, we are interested in speaking with current and former Mills College students.

You may contact us toll-free at (877) 344-4628, write to us at Nichols Kaster, PLLP, 4700 IDS Center, 80 South Eighth Street, Minneapolis, MN 55402, or email Attorney Charlie O’Meara at comeara@nka.com.

This case seeks to represent all persons who enrolled at Mills on March 17, 2021, and who re-enrolled at Mills for the fall 2021 semester. If you have questions about whether you are included, contact us.

In a class action lawsuit, one or more people, called the “class representatives,” sue on behalf of themselves and other people who have similar claims. Together, this group of people is called a “class” or “class members.” The class representative and the class members together are called the “Plaintiffs.” The entities or companies they sue are called the “Defendants.” The judge or jury resolves the claims for everyone in the class—except those who ask to be excluded from the lawsuit.

Class actions can often take years. Please check this page periodically for updates on the case’s status.

For more information or questions regarding this case, please contact our Case Clerk, Haley Thompson, at hthompson@nka.com or call (612) 256-3268.

As part of our investigatory efforts, we are interested in speaking with people who have lived in Minneapolis public housing.

You may contact us toll-free at (877) 344-4628, write to us at Nichols Kaster, PLLP, 4700 IDS Center, 80 South Eighth Street, Minneapolis, MN 55402, or email Attorney Nicole Schladt at nschladt@nka.com.

This case seeks to represent tenants who have lived in Minneapolis public housing at any time over the last six years. If you have questions about whether you are included in these classes, contact us.

In a class action lawsuit, one or more people, called the “class representatives,” sue on behalf of themselves and other people who have similar claims. Together, this group of people is called a “class” or “class members.” The class representative and the class members together are called the “Plaintiffs.” The entities or companies they sue are called the “Defendants.” The judge or jury resolves the claims for everyone in the class—except those who ask to be excluded from the lawsuit.

Class actions can often take years. Please check this page periodically for updates on the case’s status.

For more information or questions regarding this case, please contact our Case Clerk, Haley Thompson, at hthompson@nka.com or call (612) 256-3268.

In a class action lawsuit, one or more people, called the “class representatives,” sue on behalf of themselves and other people who have similar claims. Together, this group of people is called a “class” or “class members.” The class representative and the class members together are called the “Plaintiffs.” The companies they sue are called the “Defendants.” The judge or jury resolves the claims for everyone in the class—except those who ask to be excluded from the lawsuit.

Class actions can often take years.  Please check this page periodically for updates on the case’s status.

As part of our investigatory efforts, we are interested in speaking with others who believe they have been shortchanged within their retirement plan.

You may contact us toll-free at (877) 344-4628, write to us at Nichols Kaster, PLLP, 4700 IDS Center, 80 South Eighth Street, Minneapolis, MN 55402, or email our Class Action Clerk, Sean Kelly, at skelly@nka.com.

To be eligible to make a claim:

You must have worked overtime (over 40 hours in a work week) as an IHSS homecare worker, employed by the Los Angeles County Department of Public Social Services, at any time from January 1, 2015, to February 1, 2016.​

While the federal statute of limitations in cases such as this allows you to recover unpaid wages for hours worked within two years of signing up for the lawsuit (three years if we can prove the company willfully violated the law), the new homecare worker regulations were implemented in January 2015, and we understand that Defendants started paying overtime properly as of February 1, 2016. This means you are eligible to make a claim for unpaid overtime wages for the time of January 1, 2015, to February 1, 2016.

You do not have to pay anything to our firms if you join the lawsuit. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief through a settlement, final judgment, or award, and our payment will come only out of that settlement, final judgment, or award.

The length of lawsuits like this varies from case to case. Cases like this typically last two to three years.

The law protects you from retaliation for asserting your rights: it is against the law to retaliate against a person for joining a lawsuit for unpaid wages. If you suffer retaliation, you may be able to assert additional claims. If you are currently employed as an IHSS homecare worker and feel you may be the victim of retaliation for participating in this lawsuit, contact our case clerk at ihss@nka.com or call (612) 255-3360.

Right now, we are hoping to talk to as many IHSS homecare workers as possible to learn more about the case. If you or anyone you know may have any information that may assist us with this case, or are interested in discussing your potential claim, please contact our case clerk at ihss@nka.com or call (612) 255-3360.

To learn more about this case, feel free to contact the case clerk at ihss@nka.com or call (612) 255-3360. You can also review case updates, which we will post periodically above.

This case has been resolved.

The law protects you from retaliation for asserting your rights, and if you suffer retaliation, you may be able to assert additional claims. If you currently work for the King of Diamonds and you feel you are the victim of retaliation for participating in this lawsuit, contact us immediately.

To learn more about this case, feel free to contact the case clerk, Louis Hunter, at lhunter@nka.com or call (612) 256-3200.

In order to make a claim under the federal Fair Labor Standards Act (FLSA), you must complete a consent form and return it to our office. You can also fill out the form online by clicking here.

This case includes any individual who works or worked for KeyPoint Government Solutions, Inc. as a Field Investigator, Background Investigator, or in other positions with similar job duties from April 6, 2015, to the present.

This case does not include Investigators who worked for KeyPoint as independent contractors.

This case includes Field Investigators, Background Investigators, and employees performing similar job duties for KeyPoint anywhere across the country including working from home. 

There is a federal time limit, called a statute of limitations, that allows an employee to recover unpaid wages for overtime hours worked within two years of the employee signing up to join the lawsuit by completing the consent form referenced above. If we can prove that KeyPoint willfully violated the law, the statute of limitations may be extended to three years.

You do not have to pay anything to our firm if you join the lawsuit. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or a final judgment, and that payment will only come out of that settlement or final judgment.

If you do have records, please preserve and keep them until we ask you for them, but you do not need to have records of your work hours to participate in this case. If KeyPoint did not keep accurate time records, most courts will permit you to make a “good faith estimate” of your work hours. We will seek any records the company may have of your hours worked through this lawsuit. 

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you suffer retaliation, you may have additional claims against your employer. If you currently work for KeyPoint and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact us immediately. 

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for participating in the lawsuit.

Right now, we are hoping to talk to as many KeyPoint Investigators as possible to learn more about the claims. If you work or worked as an Investigator or have information regarding Investigators at KeyPoint, you can contact the case clerk, Bridget Peterson at (612) 256-3259 or bpeterson@nka.com. 

To learn more about this case, feel free to contact the case clerk, Bridget Peterson at (612) 256-3259 or bpeterson@nka.com.

This case was brought on behalf of flight attendants flying into or out of California airports who were not properly paid for all hours worked. To be eligible for this lawsuit, you must have worked as a flight attendant on a flight into or out of a California airport within the past four years. You are still eligible to participate in the lawsuit if you do not have any records of your hours worked.

Under California state law there is a statute of limitations that may allow you to recover pay for up to four years prior to the filing of the case.

You do not have to pay anything to our firm if you join the lawsuit. We are handling this case on a contingency basis. This means the firm will only be paid if the lawsuit is successful in obtaining relief either through a settlement or a final judgment, and that payment will only come out of that settlement or final judgment.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

The law protects you from retaliation for asserting your rights, and if you suffer retaliation, you may be able to assert additional claims. If you currently work for JetBlue and you feel you are the victim of retaliation for participating in this lawsuit, contact us immediately.

Right now, we are hoping to talk to as many JetBlue flight attendants as possible to learn more about the case. If you have information regarding flight attendants at JetBlue, you can contact the case clerk, Tommy Navarre at tnavarre@nka.com or call 612-256-3238.

To learn more about this case, feel free to contact the case clerk, Tommy Navarre at tnavarre@nka.com or call 612-256-3238.

The notice period for this case has ended.

The notice period for this case has ended.

This case is both a potential collective action under federal law and a potential class action under Minnesota state law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit.

Although the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. To proceed as a group though, the Court must certify the class and/or collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or request the Court grant these certifications.

There is a time limit under the federal law called a statute of limitations that allows an employee to recover unpaid wages for hours worked within two years of joining by filing a consent form. If we can prove Jamf willfully violated the law, the statute of limitations may be extended to three years.

No, you will not have to pay us anything out of your own pocket. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or an award, and that payment will only come out of that settlement or award. 

If you have records relating to your work with Jamf, please keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim. If Jamf did not keep accurate time records, most courts will permit you to make a “good faith” estimate of your work hours. Please ensure you do not destroy any documents or data you have that relate to your work as an SDR for Jamf.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you suffer retaliation, you may have additional claims. If you work for Jamf and you believe you may be the victim of retaliation for joining this lawsuit, contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for participating in the lawsuit.

If you know of any Sales Development Representatives who may be interested in making a claim for unpaid overtime, please inform them that they should contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com immediately to determine whether they may be eligible to make a claim.

To learn more about this case feel free to contact the case clerk, Theo Hoyer, at (612) 256-3275 or thoyer@nka.com

For more information or questions regarding this case, please contact our Case Development Attorney, Kate Fisher, at kfisher@nka.com or call (612) 256-3242.

This case was brought on behalf of persons who worked for Human Touch as home health care workers and who were paid “straight time” for the overtime hours (over 40 in a work week) they worked. If you worked for Human Touch as a home health care worker and were paid “straight time” for the overtime hours you worked at any time within the last three years, you may have a claim.

Under federal law, there is a statute of limitations that allows you to recover pay for hours worked within two years of joining the lawsuit. If we can prove Human Touch willfully violated the law, the statute of limitations may be extended to three years.

You do not have to pay anything to our firm if you join the lawsuit. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or a final judgment or award, and our payment will only come out of that settlement, final judgment, or award.

We will request records of all of the hours you worked from the company. Where the company does not keep accurate time records, most courts permit the worker to make a good-faith estimate of overtime hours. You do not need to have proof of the hours you worked, and the court will generally accept a good-faith estimate of your hours.

The length of this kind of lawsuit varies from case to case, but they typically last one to two years.

The law protects employees from retaliation for asserting their rights, and if you suffer retaliation, you may be able to assert additional claims. If you feel you are the victim of retaliation for participating in this lawsuit, contact us immediately.

Right now, we are hoping to talk to as many Human Touch employees as possible to learn more about the case. If you have information regarding home health care employees at Human Touch, please contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com.

To learn more about this case, feel free to contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com.

In order to make a claim in this case for your unpaid overtime under the FLSA, the federal law, you must complete a consent form and return it to our office. You can sign up electronically by clicking here.

Because this lawsuit arises under both federal and state law, you may have a qualifying state law claim, federal law claim, or both federal and state law claims.

Do I Have a Qualifying Federal Law Claim?

You may be eligible to make a claim under federal law in this case if you worked for Highmark as a Care Management Nurse or similar title at any time within the past three years, in any state, and were not paid an overtime premium for all of the hours you worked over 40 per week. 

Do I Have a Qualifying State Law Claim?

You may have a claim under Pennsylvania state law if you worked for Highmark in Pennsylvania as a Care Management Nurse or similar job title at any time within the past four years

This case is both a potential collective action under federal law and a potential class action under Pennsylvania state law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Although the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. In order to proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate times asking the Court to grant these certifications.

This case seeks to include all Care Management Nurses that work or have worked for Highmark in any state anywhere across the country within the past three years. 

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods.  Under federal law, the statute of limitation is two years back from when the worker signs up to join the lawsuit by completing and returning the written consent form referenced above.  If we can prove that Highmark intentionally or recklessly violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If Highmark did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for Highmark and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Jacob Vandervest, at jvandervest@nka.com or (612) 256-3221 immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any Care Management Nurse interested in making a claim for unpaid overtime, they should contact the case clerk, Jacob Vandervest, at jvandervest@nka.com or (612) 256-3221 to sign up.

To learn more about this case, feel free to contact the case clerk, Jacob Vandervest, at jvandervest@nka.com or (612) 256-3221.

This case seeks to represent a class of all nurses that entered the United States through Health Carousel’s Passport USA program and paid a financial penalty within the ten years prior to the filing of this action in order to be released from their employment with or through Health Carousel. If you have questions about whether you are included in this class, contact us.

In a class action lawsuit, one or more people, called the “class representatives,” sue on behalf of themselves and other people who have similar claims. Together, this group of people is called a “class” or “class members.” The class representative and the class members together are called the “Plaintiffs.” The companies they sue are called the “Defendants.” The judge or jury resolves the claims for everyone in the class—except those who ask to be excluded from the lawsuit.

Class actions can often take years. Please check this page periodically for updates on the case’s status.

As part of our investigatory efforts, we are interested in speaking with others who are or were employed by Health Carousel and believe they were treated unlawfully.

You may contact us toll-free at 1-877-448-0492, write to us at Nichols Kaster, PLLP, 4700 IDS Center, 80 South Eighth Street, Minneapolis, MN 55402, or email Attorney Nicole Schladt at nschladt@nka.com.

You may be eligible to make a claim in this case if you worked for Google, LLC as an hourly employee anywhere in the country within the past three years, worked overtime hours (hours over 40 in a workweek), and were paid in commissions and/or restricted stock units that were not included in the overtime rate of pay Google, LLC used in calculating your overtime pay. 

This case is both a potential collective action under federal law and a potential class action under California state law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other people who have similar claims. To proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate time asking the Court to grant these certifications.

This case seeks to include all hourly employees who received commissions and/or restricted stock units who work or have worked for Google, LLC anywhere in the country within the past three years. It also seeks to include people who worked for the company in California within the past four years. 

There is a federal time limit, called a statute of limitations, that allows workers to recover unpaid wages within two years of the worker signing up to join the lawsuit by completing and returning the consent form referenced above. If we can prove that the company willfully violated the law, the statute of limitations may be extended to three years. California employees have a four-year statute of limitations.

You do not have to pay anything if you make a claim in this case. We are handling the case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

We will seek records from Google, LLC of your hours worked and overtime paid. Companies have a legal obligation to keep that information.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know anyone interested in making a claim for miscalculated overtime pay, they should contact the case clerk, Ignasi Dorca, at (612) 256-3224 or idorca@nka.com. You can also direct them here to sign up electronically. There is strength in numbers.

To learn more about this case, feel free to contact the case clerk, contact the case clerk, Ignasi Dorca, at (612) 256-3224 or idorca@nka.com.

Because this lawsuit arises under both federal and state law, you may have a qualifying federal law claim, state law claim, or both federal and state law claims.

Please see the “Additional Information” section for specific details about whether you are eligible to make a claim.

This case is both a collective action under federal law and a class action under Minnesota state law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Although the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. To proceed as a group though, the Court must certify the class and/or collective. At this stage of the case, the Court has certified both the collective under federal law and the class under state law.

The period to join this case under the federal Fair Labor Standards Act has passed.

You may be eligible to make a claim under state law if you worked over forty-eight (48) hours per week for Anthem or any Anthem subsidiary in Minnesota between October 14, 2018 and the present in an NMM role and you were paid a salary. Notice of the state law class action has already been distributed to individuals who are eligible class members based on Anthem’s records.

There is a time limit under the federal law and state law called a statute of limitations that allows an employee to recover unpaid wages for hours worked within two years of joining by filing a consent form. If we can prove Anthem willfully violated the law, the statute of limitations may be extended to three years.

No, you will not have to pay us anything out of your own pocket.  We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or an award, and that payment will only come out of that settlement or award. 

If you have records relating to your work with Anthem, please keep them until we ask you for them.  However, you do not need to have records of your work hours to make a claim. If Anthem did not keep accurate time records, most courts will permit you to make a “good faith” estimate of your work hours.  We will seek any records the company has of your hours worked. Please ensure you do not destroy any documents or data you have that relate in any way to your work for Anthem.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you suffer retaliation, you may have additional claims. If you work for Anthem and you believe you may be the victim of retaliation for joining this lawsuit, contact the case clerk, Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for participating in the lawsuit.

If you know of any Medical Management Nurses, Utilization Management Nurses, Utilization Review Nurses, Nurse Reviewers, Nurse Reviewer Associates or nurses working in similar positions who may be interested in making a claim for unpaid overtime, please inform them that they should contact the case clerk, Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com to determine whether they may be eligible to make a claim.

To learn more about this case feel free to contact the case clerk, Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com.

You are eligible to make a claim if you worked as a Logistics Representative, Inside Sales – Account Manager, Carrier Sales Representative, Account Coordinator, LTL Representative, or other position with similar title and/or duties for GlobalTranz at any time between April of 2019 and the present and were not paid an overtime premium for the hours you worked over 40 per week.

We are not currently accepting new clients in these matters.

Logistics Representatives who work or have worked for GlobalTranz in any state anywhere across the country within the past three years may make a claim for unpaid overtime wages.  

There is a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods.  Under federal law, the statute of limitation is two years back from when the worker signs up to join by completing and returning the written consent form referenced above. Since we have reason to believe GlobalTranz reclassified its Logistics Representatives from hourly to salaried in approximately April of 2019, all Logistics Representatives that worked for the company at any time between then and the present are eligible to make a claim.

You do not have to pay anything to make a claim. We are handling these matters on a contingency fee basis. This means we will only be paid if we are successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay. If GlobalTranz did not keep accurate time records, you are permitted to make a good-faith estimate of your work hours.  We will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for making a claim for unpaid wages. If you currently work for GlobalTranz and you believe you may be the victim of retaliation for joining, contact the case clerk, Julia McGuire at (612) 256-3267 or jmcguire@nka.com immediately.

Length of arbitration varies, but can typically last one to two years.

No. These matters are ongoing. There is no money currently available and there is no guarantee that you will receive money.

To learn more, feel free to contact the case clerk, Julia McGuire at (612) 256-3267 or jmcguire@nka.com.

The sign up period for this lawsuit has passed.

Past and present technicians from every FTS USA or Unitek USA office nationwide may be included in this lawsuit.

There is a federal statute of limitations in this case that allows you to recover pay for overtime hours worked within 2 years of signing up for the lawsuit. If we can prove the company willfully violated the law, the statute of limitations may be extended to 3 years.

You do not have to pay anything to our firm if you join the lawsuit. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or a final judgment, and that payment will only come out of that settlement or final judgment.

The law protects you from retaliation for asserting your rights, and if you suffer retaliation, you may be able to assert additional claims. If you currently work for FTS or Unitek, and you feel you are the victim of retaliation for participating in this lawsuit, contact Theo Hoyer at (612) 256-3275 or thoyer@nka.com immediately.

To learn more about this case, feel free to contact Theo Hoyer at (612) 256-3275 or thoyer@nka.com. 

More information will be provided later to those eligible to participate in the settlement.

If you were an hourly or salaried non-exempt/overtime eligible employee who worked overtime hours between December 11, 2021 and February 12, 2022, you may be entitled to additional overtime pay.

This case is a potential collective action under federal law. The idea behind a collective action is it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims.

This case seeks to include hourly and salaried non-exempt (overtime eligible) employees who work or worked for Frito-Lay, Inc., Rolling Frito-Lay Sales, LP, and/or FL Transportation anywhere across the country between December 11, 2021 through February 12, 2022 when the ransomware outage impacted pay. 

The claim has what is called a statute of limitations that allows workers to recover damages within specific time periods. Under federal law, the statute of limitations is up to two years back from when the worker signs up to join the lawsuit by completing and returning the written consent form referenced above. If we can prove that Frito-Lay willfully violated the law, then the statute of limitations may be extended to up to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

We will seek records from the company of your time worked and overtime paid in order to determine whether you have damages.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid overtime wages. If you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Ignasi Dorca at (612) 256-3224 or idorca@nka.com.

The length of this kind of lawsuit varies, but typically lasts one to three years.

While a settlement has been reached, no money is available now. Details about the settlement will be sent to those who are eligible once the Court approves it.

To learn more about this case, contact the case clerk, Ignasi Dorca at (612) 256-3224 or idorca@nka.com.

If you are interested in participating in this case, please contact the case clerk, Tommy Navarre, at 612-256-3238 or via email at tnavarre@nka.com. There is a possibility the Court will certify this case as a class action under California state laws.  If that happens, eligible drivers will be notified they are covered and will automatically be included in this case unless they “opt out.” 

If you worked for Freymiller as a driver within the past four years and drove within California, you may be eligible to recover damages in this case. If you have questions about your eligibility, please contact the case clerk, Tommy Navarre, at 612-256-3238 or via email at tnavarre@nka.com.

There is a time limit under California law called a statute of limitations that allows an employee to recover unpaid wages for up to four years.  If you drove in California for Freymiller within four years prior to the filing of the Complaint to the present, you may be included as a class member. 

No, you will not have to pay us anything out of your own pocket.  We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or an award, and that payment will only come out of that settlement or award. 

If you have records relating to your work with Freymiller, please keep them until we ask you for them.  However, you do not need to have records of your work hours to make a claim. If Freymiller did not keep accurate time records, most courts will permit you to make a “good faith” estimate of your work hours.  We will seek any records the company has of your hours worked. Please ensure you do not destroy any documents or data you have that relate in any way to your work for Freymiller.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you suffer retaliation, you may have additional claims. If you work for Freymiller and you believe you may be the victim of retaliation for joining this lawsuit, contact us immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for participating in the lawsuit.

If you are interested in assisting with this case for unpaid wages, please contact our case clerk, Tommy Navarre,  at 612-256-3238 or tnavarre@nka.com to discuss how you can help. If you know of any drivers who may be interested in participating in this claim for unpaid wages, please inform them that they should contact us to determine whether they are eligible.

To learn more about this case feel free to contact the case clerk, Tommy Navarre, at 612-256-3238 or via email at tnavarre@nka.com.

In a class action lawsuit, one or more people, called the “class representatives,” sue on behalf of themselves and other people who have similar claims. Together, this group of people is called a “class” or “class members.” The class representative and the class members together are called the “Plaintiffs.” The companies they sue are called the “Defendants.” The judge or jury resolves the claims for everyone in the class—except those who ask to be excluded from the lawsuit.

Class actions can often take years.  Please check this page periodically for updates on the case’s status.

As part of our investigatory efforts, we are interested in speaking with others who believe they have been shortchanged within their retirement plan.

You may contact us toll free at 1-877-448-0492, write to us at Nichols Kaster, PLLP, 4700 IDS Center, 80 South Eighth Street, Minneapolis, MN 55402, or email our Class Action Clerk, Sean Kelly, at skelly@nka.com.

The EEO Administrative Judge certified the following class:

Those PATCO Inventory applicants who were not selected for Terminal and Enroute Air Traffic Control Specialist vacancies (at their preferred locations) beginning on September 16, 2003, and thereafter. Preferred locations refer to the locations identified by the PATCO Inventory applicant as ones for which they would like to be considered for ATCS employment.

Therefore, pursuant to the Judge’s Order, the class was defined as those PATCO strikers who applied for reinstatement in 1993 after President Clinton lifted the ban on rehiring and the FAA issued Recruitment Notice 93-01. If you applied under that Notice, the FAA placed you on their “PATCO Inventory.” If you were still on that list (i.e. you had not been rehired) as of September 16, 2003, then you are an eligible class member in this case and should have received notice of the case from the FAA back in 2007. There were 3,652 names on the PATCO Inventory in September 2003.

A copy of the Judge’s Certification Order may be read here.

We represent the interests of ALL class members during this liability phase of the case.  Our role is to develop the evidence and try to obtain a finding of class discrimination.  If the Class prevails on liability, or we reach a settlement that is approved by the Administrative Judge, then all class members are bound by that judgment or settlement.   Similarly, if we lose, then all class members who have not filed an EEO complaint of their own are bound by the decision as well.   If we are successful in getting a finding of class discrimination, then the FAA will be directed to mail a Notice to the Class advising them they have the right to file a claim as a class member.  That Notice will typically include a copy of the Decision and allow a period of time to conduct fact discovery on the issues related to remedies.

At that point, we will be in what is called the “remedies” phase of the case.  In the remedies phase, we DO NOT represent all class members.  Rather, each class member will have the responsibility for filing their own individual claim.  This is true as to any settlement as well.   In the claim-filing process at that point, we can only represent those class members who have specifically retained us to do so.  Because this type of case, unlike all other kinds of discrimination cases, does not provide for the recovery of attorney fees and expenses if we win on behalf of the Class, class members who want us to represent their individual claim, must retain us on an individual basis.  For anyone who chooses to retain us at this time to handle their individual claim during the remedies phase, we are doing so on a contingency fee basis, which means that we only get paid if you get a recovery, and our attorney's fees come solely out of that recovery and not your pocket.  In other words, if we are unable to obtain any recovery for you in this case (in the form of back pay and lost benefits, including retroactive retirement credit), then we will not get paid either, and you will owe us nothing. 

If you have questions about whether you are an eligible class member, please feel free to email or call Rachhana Srey at srey@nka.com or toll-free at (877) 448-0492, ext. 239, or email Jeff Atchley at jeffatchley@gmail.com.

If you need to update any of your information, please feel free to contact the case clerk, Bridget Peterson, at bpeterson@nka.com or (612) 256-3259.

In order to make a claim in this case for your unpaid overtime under the FLSA, the federal law, you must complete a consent form and submit it to our office. You can sign up electronically by clicking here.

Because this lawsuit arises under both federal and state law, you may have a qualifying state law claim, federal law claim, or both federal and state law claims.

Do I Have a Qualifying Federal Law Claim?

You may be eligible to make a claim in this case under federal law if you worked for Evolve as a non-exempt employee, eligible for commission or other non-discretionary incentive pay at any time within the past three years, in any state, and worked over 40 hours per week (on at least one occasion).

Do I Have a Qualifying State Law Claim?

You may have a claim under California state law if you worked for Evolve as a non-exempt employee, eligible for commission or other non-discretionary incentive pay at any time within the past four years, in California, and worked over 40 hours per week, worked over 8 hours in a day, or received premium pay for a missed meal period (on at least one occasion).

This case is both a potential collective action under federal law and a potential class action under California state law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Although the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. In order to proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate times asking the Court to grant these certifications.

This case seeks to include all non-exempt employees eligible for commission or other non-discretionary incentive pay that work or have worked for Evolve anywhere across the country within the past three years (and four years if in California). 

Each type of federal and state law claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods.  Under federal law, the statute of limitations is two years back from when the worker signs up to join the lawsuit by completing and returning the written consent form referenced above. If we can prove that Evolve willfully or recklessly violated the law, then the statute of limitations may be extended to three years.

The law provides for recovery for up to four years from the date the lawsuit was filed for certain California state law claims.

You do not have to pay anything if you join to recover your pay. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for Evolve and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Theo Hoyer, at thoyer@nka.com, or (612) 256-3275 immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any mortgage underwriters or other non-exempt employees interested in making a claim for unpaid overtime, they should sign up electronically by clicking here. They may also contact the case clerk, Theo Hoyer, at (612) 256-3275 or thoyer@nka.com to sign up. There is strength in numbers. 

To learn more about this case, feel free to contact the case clerk, Theo Hoyer, at (612) 256-3275 or thoyer@nka.com. Keep an eye on the update section of this website as well.

This case was brought on behalf of flight attendants flying into or out of California airports who were not properly paid for all hours worked. To be eligible for this lawsuit, you must have worked as a flight attendant at a California airport within the past four years. You are still eligible to participate in the lawsuit if you do not have any records of your hours worked.

Under California state law there is a statute of limitations that may allow you to recover pay for up to four years prior to the filing of the case.

You do not have to pay anything to our firm if you join the lawsuit. We are handling this case on a contingency basis. This means the firm will only be paid if the lawsuit is successful in obtaining relief either through a settlement or a final judgment, and that payment will only come out of that settlement or final judgment.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

The law protects you from retaliation for asserting your rights, and if you suffer retaliation, you may be able to assert additional claims. If you currently work for Delta and you feel you are the victim of retaliation for participating in this lawsuit, contact us immediately.

Right now, we are hoping to talk to as many Delta flight attendants as possible to learn more about the case. If you have information regarding flight attendants at Delta, you can contact the case clerk, Tommy Navarre at tnavarre@nka.com or call toll free at (612) 256-3238.

To learn more about this case, feel free to contact Tommy Navarre at tnavarre@nka.com or call toll-free at (612) 256-3238.

You are eligible to participate in this case as an FLSA opt-in Plaintiff if you worked for Cultural Care, Inc as an au pair at any time since July 18, 2019 to the present. The time period covering state law classes may be longer.

If you were a part of the au pair class action Beltran, et al. v. InterExchange, Inc., et al., your ability to participate may depend on your circumstances. If you are in that situation you can contact us to discuss your options. 

This case is a potential collective action under the federal Fair Labor Standards Act, a wage and hour class action under California, Illinois, New Jersey, and New York state laws, and a deceptive trade practices class action under New York, Illinois, New Jersey, Connecticut, and Washington state laws. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process. 

Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other people who have similar claims. In order to proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate times.

In this case we seek a nationwide FLSA Collective Action including all au pairs who work or have worked for Cultural Care, Inc. since July 18, 2019 to the present.

This lawsuit also includes wage and hour class actions under California, Illinois, New Jersey, and New York state laws.

There is a federal time limit, called a statute of limitations, that allows workers to recover unpaid wages within two years of the worker signing up to join the lawsuit by completing and returning the consent form referenced above. If we can prove that the company willfully violated the law, the statute of limitations may be extended to three years. The statute of limitations under various state laws may be longer.

You do not have to pay anything if you make a claim in this case. We are handling the case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your pay. If a company did not keep accurate time records, most courts will permit you to estimate your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Bridget Peterson, at 612-256-3259 or bpeterson@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last two to four years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any au pairs interested in making a claim for unpaid hours, they should contact the case clerk, Bridget Peterson, at 612-256-3259 or bpeterson@nka.com. There is strength in numbers.

To learn more about this case, feel free to contact the case clerk, Bridget Peterson, at 612-256-3259 or bpeterson@nka.com.

To make a claim in this case for your unpaid overtime under the FLSA, the federal law, you must have previously submitted a consent form to our office. The deadline to make a claim under the federal FLSA in this case has passed.  However, additional California workers may be included if the Court grants our pending motion for certification of this case as a class action under California law.

Because this lawsuit arises under both federal and state law, you may have a qualifying state law claim, federal law claim, or both federal and state law claims.

Do I Have a Qualifying Federal Law Claim?

The Court authorized background investigators who worked for CACI at any time within the past three years, in any state, to make a claim for any unpaid overtime. However, the deadline to make a claim in this case has passed. 

Do I Have a Qualifying State Law Claim?

You may have a claim under California state law if you worked for CACI in California as a background investigator at any time within the past four years. Whether additional California workers are added to this case to pursue a claim under California state law will depend on the Court’s ruling on a pending motion for class certification. 

This case is both a collective action under federal law and a potential class action under California state law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Although the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. In order to proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate times asking the Court to grant these certifications.

This case seeks to include all background investigators that work or have worked for CACI anywhere across the country within the past three years (and four years if in Caliofrnia). 

Each type of federal and state law claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods.  Under federal law, the statute of limitations is two years back from when the worker signs up to join the lawsuit by completing and returning the written consent form referenced above. If we can prove that CACI intentionally or recklessly violated the law, then the statute of limitations may be extended to three years.

The law provides for recovery for up to four years from the date the lawsuit was filed for certain California state law claims.

You do not have to pay anything if you join to recover your pay. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay. If CACI did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for CACI and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you have evidence that CACI knew or should have known that background investigators were working overtime they did not record please let us know.

To learn more about this case, feel free to contact the case clerk, Theo Hoyer at (612) 256-3275 or thoyer@nka.com immediately. 

As part of our investigatory efforts, we are interested in speaking with others who may have been affected by the flood. You may contact us toll free at 612-256-3253 or email Attorney Rebekah Bailey at bailey@nka.com.

In a class action lawsuit, one or more people, called the “class representatives,” sue on behalf of themselves and other people who have similar claims. Together, this group of people is called a “class” or “class members.” The class representative and the class members together are called the “Plaintiffs.” The companies they sue are called the “Defendants.” The judge or jury resolves the claims for everyone in the class—except those who ask to be excluded from the lawsuit.

Class actions can often take years. Please check this page periodically for updates on the case’s status.

To make a claim in this case for any unpaid overtime under the FLSA, federal law, you must complete a consent form and return it to our office. You can sign up electronically by clicking here.

You may be eligible to make a federal law claim in this case if you worked for BluJay at any time within the past three years as a Logistics Coordinator, or other similar position and were not paid an overtime premium for the hours you worked over 40 per week.

This case is a collective action under federal law. The idea behind a collective action is that it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. 

This case seeks to include all Logistics Coordinators who work or have worked for BluJay in Michigan with in the last three years.

The claim has what is called a statute of limitations, which allows workers to recover unpaid overtime wages within specific time periods.  Under federal law, the statute of limitation is two years back from when the worker signs up to join the lawsuit by completing and returning the written consent form referenced above. If we can prove that BluJay intentionally or recklessly violated the law, then the statute of limitations may be extended to three years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency fee basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If BluJay did not keep accurate time records, most courts will permit you to make a good-faith estimate of your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for BluJay and you believe you may be the victim of retaliation for joining or participating in this lawsuit,  contact the case clerk, Bridget Peterson, at bpeterson@nka.com or (612) 256-3259 immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

If you know any Logistics Coordinators interested in making a claim for unpaid overtime, please direct them to this website to fill out a Consent Form.  They may also contact the contact the case clerk, Bridget Peterson, at bpeterson@nka.com or (612) 256-3259 to sign up.

To learn more about this case, feel free to contact the contact the case clerk, Bridget Peterson, at bpeterson@nka.com or (612) 256-3259.

This case is both a potential collective action under federal law and a potential class action under California state law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Though the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other people who have similar claims. In order to proceed as a group, though, the Court must certify the class and collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate times asking the Court to grant these certifications.

This case seeks to include all mortgage underwriters that work or have worked for Better Mortgage anywhere across the country within the past three years. 

There is a federal time limit, called a statute of limitations, that allows workers to recover unpaid overtime wages within two years of the worker signing up to join the lawsuit by completing and returning the consent form referenced above. If we can prove that Better Mortgage willfully violated the law, the statute of limitations may be extended to three years. The statute of limitations for the California state law claims in the complaint is as long as four years.

You do not have to pay anything if you join the lawsuit. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement, award, or a final judgment, and that payment will only come out of that settlement, award, or final judgment.

If you have records of the hours you worked, please preserve and keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim for your overtime pay in this case. If Better Mortgage did not keep accurate time records, most courts will permit you to estimate your work hours. Through this lawsuit, we will seek any records the company may have of your hours worked as well.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you currently work for Better Mortgage and you believe you may be the victim of retaliation for joining or participating in this lawsuit, contact the case clerk, Bridget Peterson, at bpeterson@nka.com or (612) 256-3259 immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

There is strength in numbers in these types of cases. If you know any mortgage underwriters interested in making a claim for unpaid overtime, they should contact the contact the case clerk, Bridget Peterson, at bpeterson@nka.com or (612) 256-3259 to sign up. 

To learn more about this case, feel free to contact the case clerk, contact the case clerk, Bridget Peterson, at bpeterson@nka.com or (612) 256-3259.

If you worked as an au pair for AuPairCare in any state within the last 3 years, you may be eligible to make a claim for unpaid wages in arbitration. Federal law requires employers to pay overtime after 40 hours in a workweek and to pay the federal minimum wage. If you worked over 40 hours per week, you may have a federal overtime claim. If you did not work overtime, you may still have a claim for unpaid minimum wages under the relevant state or federal law. Depending on the state where you worked, you might be able to pursue wages for work performed more than three years ago.

Given the likelihood that you signed an arbitration agreement, the only way for you to pursue your potential wage claims may be through an individual arbitration demand. If you are interested in discussing your rights and/or filing an individual arbitration demand, please contact Ignasi Dorca by emailing him at idorca@nka.com or by calling him at 612-256-3224 (office) or +1 (612) 426-1266 (WhatsApp). Ignasi should be able to answer your questions and, should he not be able to, will put you in contact with an attorney who works on this case.

You do not have to pay anything if you make a claim against AuPairCare. We are handling the cases on a contingency basis. This means we will only be paid if we are successful in obtaining relief either through a settlement, award, or a final judgment, and that our payment will only come out of that settlement, award, or final judgment.

It is against the law for an employer to punish a person for submitting a demand to reclaim unpaid wages. If you believe you may be the victim of retaliation for participating in an arbitration case against AuPairCare, contact us immediately.

The length of individual arbitrations varies from case to case, but they typically last one to two years.

On September 5, 2024, the Court certified a class of individuals under the Virginia Overtime Wage Act who: (1) worked/works in Virginia for Anthem, Inc. (or one of its subsidiaries) in the Nurse Medical Management I, II, and/or Senior job title; (2) was/is paid a salary, (3) was/is treated as exempt from overtime laws, (4) worked/works over forty (40) hours during any week, and (5) was/is primarily responsible for performing medical necessity reviews at any time since July 1, 2021. All NMMs fitting this definition will receive notice of the Rule 23 action.

The deadline to join this case under the federal Fair Labor Standards Act has already passed.

There is a time limit under the federal law called a statute of limitations that allows an employee to recover unpaid wages for hours worked within two years of joining by filing a consent form. If we can prove Anthem willfully violated the law, the statute of limitations may be extended to three years.

No, you will not have to pay us anything out of your own pocket.  We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or an award, and that payment will only come out of that settlement or award. 

If you have records relating to your work with Anthem, please keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim. If Anthem did not keep accurate time records, most courts will permit you to make a “good faith” estimate of your work hours. We will seek any records the company has of your hours worked. Please ensure you do not destroy any documents or data you have that relate in any way to your work for Anthem.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you suffer retaliation, you may have additional claims. If you work for Anthem and you believe you may be the victim of retaliation for joining this lawsuit, contact us immediately.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for participating in the lawsuit.

To learn more about this case feel free to contact the case clerk, Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com.

The deadline to make a claim in this case under the federal Fair Labor Standards Act has passed. If you have any questions, please direct them to the case clerk, Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com.

The collective in this case is defined as any individual who, at any time from May 7, 2016 through present day: (1) worked in Tennessee for The Anthem Companies, Inc. (or one of its subsidiaries) in the Medical Management Nurse Family, (2) was paid a salary, (3) was treated as exempt from overtime laws, (4) worked/works over 40 hours during a week, and (5) was primarily responsible for performing medical necessity reviews.

You do not have to pay anything to our firm if you join the lawsuit. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or a final judgment, and that payment will only come out of that settlement or final judgment.

The law protects you from retaliation for asserting your rights, and if you suffer retaliation, you may be able to assert additional claims. If you currently work for Anthem or any of its subsidiaries and you feel you are the victim of retaliation for participating in this lawsuit, contact Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com.

To learn more about this case, feel free to contact Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com.

The deadline to make a claim in this case under the federal Fair Labor Standards Act has passed. However, you may still be eligible to make a claim under state law if you worked over forty (40) hours per week for Anthem or one of its subsidiaries in New York within the past six years as a Medical Management Nurse, Utilization Management Nurse, Utilization Review Nurse, Utilization Manager, or in a similar position, and you were paid a salary. If the Court certifies this case as a class action under New York state law and you are eligible, you will receive notice.

Because this lawsuit arises under both federal and state law, you may have a qualifying federal law claim, state law claim, or both federal and state law claims.

Do I Have a Qualifying Federal Law Claim?

You may be eligible to make a claim under federal law if you worked over forty (40) hours per week for Anthem or any subsidiary in New York within the past three years as a Medical Management Nurse, Utilization Management Nurse, Utilization Review Nurse, Utilization Manager, or in a similar position, and you were paid a salary.

Do I Have a Qualifying State Law Claim?

You may be eligible to make a claim under state law if you worked over forty (40) hours per week for Anthem or any subsidiary in New York within the past six years as a Medical Management Nurse, Utilization Management Nurse, Utilization Review Nurse, Utilization Manager, or in a similar position, and you were paid a salary.

This case is both a potential collective action under federal law and a potential class action under New York state law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Although the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. To proceed as a group though, the Court must certify the class and/or collective. The Court has conditionally certified the federal collective action, but because we are in the early stages of the case, the potential New York state class has not been certified yet. We intend to seek the company’s agreement or file motions at the appropriate time asking the Court to grant this certification.

There is a time limit under the federal law called a statute of limitations that allows an employee to recover unpaid wages for hours worked within two years of joining by filing a consent form. If we can prove Anthem willfully violated the law, the statute of limitations may be extended to three years. The time limit under New York state law is within six years of the complaint filing date.

No, you will not have to pay us anything out of your own pocket. We are handling this case on a contingency basis. This means we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or an award, and that payment will only come out of that settlement or award.

If you have records relating to your work with Anthem, please keep them until we ask you for them. However, you do not need to have records of your work hours to make a claim. If Anthem did not keep accurate time records, most courts will permit you to make a “good faith” estimate of your work hours. We will seek any records the company has of your hours worked. Please ensure you do not destroy any documents or data you have that relate in any way to your work for Anthem.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you suffer retaliation, you may have additional claims. If you work for Anthem and you believe you may be the victim of retaliation for joining this lawsuit, contact the case clerk, Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com.

The length of this kind of lawsuit varies from case to case, but they typically last one to three years.

No. This is a pending lawsuit. There is no money currently available and there is no guarantee that you will receive money for joining the lawsuit.

To learn more about this case feel free to contact the case clerk, Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com.

The deadline to make a claim in this case under the federal Fair Labor Standards Act has passed. If you have any questions or concerns, please direct them to the case clerk, Tommy Navarre, at (612) 256-3238 or tnavarre@nka.com.

Because this lawsuit arises under both federal and state law, you may have a qualifying federal law claim, state law claim, or both federal and state law claims.

Do I Have a Qualifying Federal Law Claim?

You may be eligible to make a claim under federal law if you worked over forty (40) hours per week for AmeriHealth within the past three years as a Clinical Care Reviewer, Concurrent Review Nurse, Prior Authorization Nurse, or in a similar position, and you were paid a salary.

Do I Have a Qualifying State Law Claim?

You may be eligible to make a claim under state law if you worked over forty (40) hours per week for AmeriHealth as a Clinical Care Reviewer, Concurrent Review Nurse, Prior Authorization Nurse, or in a similar position, in Pennsylvania and you were paid a salary.

This case is both a potential collective action under federal law and a potential class action under Pennsylvania state law. This means that, depending on the type of claim you have, there may be a slightly different process for joining and participating in this suit. See below for more details on this process.

Although the process and terminology may differ slightly, the idea behind both a class and collective action is the same: it allows one or more people to sue on behalf of themselves and other similarly situated people who have similar claims. To proceed as a group though, the Court must certify the class and/or collective. Because we are in the early stages of the case, this has not happened yet, but we intend to seek the company’s agreement or file the motions at the appropriate time asking the Court to grant these certifications.

It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you suffer retaliation, you may have additional claims. If you work for AmeriHealth and you believe you may be the victim of retaliation for joining this lawsuit, contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com to determine whether they may be eligible to make a claim.

If you know of any Clinical Care Reviewers, Concurrent Review Nurses, Prior Authorization Nurses, or others that worked in a similar position and may be interested in making a claim for unpaid overtime, please inform them that they should contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com com to determine whether they may be eligible to make a claim.

To learn more about this case, feel free to contact the case clerk, contact the case clerk, Madeline Orozco, at (612) 256-3297 or morozco@nka.com to determine whether they may be eligible to make a claim.