Workers fighting back against inflated employee expectations in the courtroom

Many employees are fighting back in the courtroom against being overworked without being appropriately compensated
Many employees are fighting back in the courtroom against being overworked without being appropriately compensated

During the height of the economic recession in the United States during 2008-2009, many business officials who were able to keep their operation afloat were looking for every outlet possible to reduce overhead. Consequently, many staff members ended up losing their position, and those who kept their jobs were oftentimes given longer hours and more responsibility without an increased salary.

Many employees are fighting back against the exploitation that has occurred in the wake of the recession, joining together in class-action suits in order to hold employers liable for their illegal behavior.

For example, according to a detailed article on the topic published by USA Today, the growing salience of smartphone technology leaves employees perpetually tethered to their career since they can be contacted and successfully undertake the duties of their job from virtually anywhere.

The article provides an example of Jeffrey Allen, a sergeant in the Chicago Police Department who would be constantly bothered on his corporate-issued Blackberry phone to develop search warrants and reports – tasks that could take multiple hours – until 10 p.m. every night. He was reportedly not being paid overtime for this extra work, while his relationships with his family and his duties outside the police department suffered.

The article further mentions that the crux of the lawsuits of this nature being filed seek to hold employers responsible for forcing employees to work during off-duty hours, erroneously classifying titles to suggest they were ineligible for overtime and using smartphones to impede on personal time.

Should any citizens in Missouri feel that they have been taken advantage of in this way, they can turn to a Kansas City attorney for free consultation to determine the validity of a claim and how to best prepare a case for the courtroom. 

Related posts:

  1. Class-action suit alleged unfair pay for slaughterhouse workers
  2. Kansas City Southern Railway workers suing for asbestos exposure
“Court rules limiting pretrial publicity and our obligations to our clients to keep confidential their matters restrict our ability to post news reports regarding cases filed and results obtained by The Meyers Law Firm. For this reason, most of our news reports are of cases filed by other firms representative of the kinds of matters we handle.”

2 thoughts on “Workers fighting back against inflated employee expectations in the courtroom

  1. In most states, bautrnpkcy is not blanket protection you need to specify in the action all of the debts you owe, and who you owe them to. If not specified, then you would not be covered under the bautrnpkcy action. Further, the judge has the ability to include or not include some of your debts. So, technically, yes; especially if the firm who did the employee action was different than whomever is putting your bautrnpkcy together. However, if both actions were created by the same firm, you are out of luck (what attorney in their right mind would provide bautrnpkcy protection on their own fees?). Also, sometimes firms don’t want to step on each others toes, so they don’t include things like that on purpose. You should talk with your current attorney about everything that will be included and will not be included.

  2. Negotiating a Conflict-Resolved WorkplaceWant a horror story for Halloween? Remember that Heller Ehrman calpolse? Seems that you don’t get COBRA benefits if the health plan your former employer maintained is kaput because it has gone out of business. Now think, pending surgery, no

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