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Frankel Syverson PLLC Appointed Class Counsel in WARN Act Mass Layoff Lawsuit
Frankel Syverson PLLC lawyers have been appointed as counsel on behalf of a class of employees seeking to recover 60 days’ worth of compensation and benefits in a lawsuit alleging that the company they worked for failed to provide them advance notice of a mass layoff as required by the WARN Act.
Judge Denies Motion to Dismiss and Grants FLSA Conditional Certification in Lieutenant’s Suit for Overtime
In a case brought by the lawyers at Frankel Syverson PLLC, a Judge in the District of Arizona denied Maricopa County’s Motion to Dismiss a lawsuit filed by a Patrol Lieutenant seeking unpaid overtime. The Judge also ruled that the case was conditionally certified as an FLSA collective action, so that Notice could go out to the Patrol Lieutenants who comprise the collective giving them a chance to join the case.
Tow Truck Driver Files Class Action for Unpaid Overtime, Minimum Wage, and Paid Sick Time Violations
On September 25, 2023, Frankel Syverson PLLC filed a lawsuit on behalf of Tow Truck Drivers who work for Professional Towing and Recovery LLC, for unpaid wages and violation of Arizona’s Paid Sick Time Statute.
Wage Issues Involving Tipped Employees
More businesses are asking customers to tip their employees than ever before. If you are an employee working in Arizona and receive tips, make sure you know your wage rights so you get paid all you are entitled to under the law.
Layoffs and the 60-day Notice Requirement under the WARN Act
The Worker Adjustment and Retraining Notification Act (the WARN Act) requires many employers to provide advance notice to employees before they are laid off or they may owe penalties to the employees who were laid off if they fail to provide the required notice.
Salaried Doesn’t Necessarily Mean Exempt from Overtime
Many employees who are salaried may not actually be exempt from overtime, and it is your job duties, not your title, that matters. Speaking with an attorney experienced in wage and hour law about the duties that you actually perform when you complete your job is the most effective way to determine if you have been properly classified as exempt from overtime. If you primarily complete duties typical of the workers who perform routine labor for your organization, you likely are entitled to overtime even if you are paid a salary.
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