This Miami Overtime Lawyer Helps People Get Paid

Major Insurance Company Fires Miami Employee for “Working off the Clock”

A United States Federal Court judge conducted a jury trial and awarded $111,265.00 to client Richard Mashie, and insurance appraiser who was given so much work that it took him 60 to 70 hours a week to complete

His Miami employer terminated him claiming that “he was working off the clock” and for “poor performance.”

Attorney James Loren argued for double liquidated damages, and the Court awarded Mashie an additional $111,265.00 – double his wages – for the employer’s unlawful actions.
$222,530 – Jury Trial Verdict in 15 Months

Loren Law Group brought suit on behalf of all six employees in Miami, one of which had no social security number and had been getting paid in his brother’s name.
$75,000 – Case Settled in 6 Months
A Young  Woman In
Miami Was Forced into Lower Job Position Due to Pregnancy

A young woman was an exceptional employee within the accounting department of a parking business. She consistently received high performance reviews. However, when the company discovered that she was pregnant, they terminated her existing position and offered her a much lower-paid position in an un-air conditioned booth collecting parking tolls in a parking lot.

Loren Law Group filed a  Miami suit against the employer to collect the monies due the employee, as well as emotional distress and punitive damages.
$500,000 – Court Judgment in 11 Months
Free Consultation with Loren Law Group
Six Employees Worked as Waiters For a Popular Restaurant In
Miami

The company paid them an hourly rate of $3.50, taking advantage of the tip credit which allows a company to pay tipped employees less than the minimum wage as long as their accumulated tips bring their hourly rate above the minimum wage. However, at the end of each day, the company would take 1% of each waiter’s total sales for the day and remove that from their accumulated tips. This money was then used to pay a bonus to the managers and assistant managers.

However, employers who take advantage of the reduced tip credit rate are not allowed to keep a portion of the tips for management.

Sometimes the Miami maintenance technicians would wait hours for their first assignment but were not paid for that time.

Loren Law Group filed suit on behalf of the employee and were able to find other employees who confirmed that the technicians were not paid from 8:00 am until the time that they received their first job, despite the fact that the company required them to be there.
$8,000 – Case Settled in 4 Months
Employee Worked as A Mail Processor for The United States Postal Service IN
Miami

At some point during her employment, the government made a payroll processing error and the direct deposit of her two week paycheck was not received. The client worked another 4 days while attempting to resolve this matter, but was unable to do so.

As a result, the client was unable to pay her bills and missed the following day due to stress headaches. Because this was over the available number of sick days for the year, the client knew that it would cost her the job and so she also resigned. Thereafter, the client spent several more weeks trying to resolve the matter for unpaid wages but was met with repeated excuses and delays.

Loren Law Group filed suit against  the United State Post Office in Miami, Florida.
$8,500 – Case Settled in 5 Months

The Miami employee was expected to work 60 to 70 hours a week in the bakery. He was not being paid overtime.

Loren Law Group filed suit against the businessman and bakery.
$31,000 – Court Judgment in 5 Months
Miami Employee Worked For a Roofing Company

He punched in and out every day, but his paychecks were docked 45 minutes per day for lunch. Client never clocked in and out for lunch, and rarely received an actual break for lunch. When he did get a break for lunch, he estimated that it was never more than 10 minutes in length.

Miami Employee did not have copies of any of his timecards showing the fact that he worked through his lunches.

Loren Law Group filed suit against the company.
$4,000 – Case Settled in 2 Months
Free Consultation with Loren Law Group
Employee Was a Cook at a Local
Miami Restaurant

Not only did the employer refuse to pay overtime rates for hours in excess of 40 per week, but sometimes employee would work as many as 60 hours and only get paid for 40.

Employee had no copies of his timecards, but stated that the employer used a computerized time keeping system. On one occasion the employee took an empty box from the premises and put it in his car for use in helping him move to the new apartment. At that time, a co-worker told the owner that the employee had stolen stereo equipment belonging to the DJ and taken it to his car.

As a result, employee was suspended for one week without pay. When he came back to the job after his one week suspension, the employer told him that he was being fired for having stolen the stereo equipment.

The employer also refused to issue the employee his final paycheck unless he returned the allegedly stolen equipment and the employer stated that they had video tape evidence of the theft.

Loren Law Group filed suit against the Miami employer as the withholding of the last paycheck violated the Fair Labor Standards Act as the employee had worked and was not paid at least his minimum wage.
$16,000 – Case Settled in 4 Months
Employee Filed Under the Whistleblower Act

A new car sales manager reported multiple acts of unlawful misconduct to the car dealership’s management. Among the unlawful conduct were fraudulent charges, such as items paid by purchasers that were not installed on the vehicles, and false “bait and switch” advertising of cars not actually available for sale.

In addition, the dealership was “cherry picking” borrowers and misrepresenting financed purchases to lenders.

The Miami dealership fired the sales manager for reasons they fabricated.

Loren Law Group filed suit against the dealership.
$407,000 – Court Judgment
Employee Worked as a Foreman for a
Fort Lauderdale Construction Company

Approximately six weeks after he began working for the company, the owner of the company refused to pay him for his last two weeks of work, and accused him of having stolen plywood from a job site.

During the course of litigation, Loren Law Group discovered that the Miami company was not properly licensed and was using the contractor’s license of the larger company.
$1,000 – Case Settled in 1 Month
Fort Lauderdale Pizza Delivery Drivers for a Major National Pizza Chain Were Not Paid Their Proper Wage Rate

A major national pizza chain paid its delivery drivers the minimum wage rate for work they performed at the restaurant, and a separate lower tipped rate when the drivers were out delivering pizzas.

A Hallandale local adult book store made its clerk work seven days a week, ten hours a day and only paid him $300 per week.

Since the store went out business, Loren Law Group sued under the Fair Labor Standards Act both the individual owner of the company and the parent company that was located out of state.
$77,000 – Case Settled in 3 Months
Call Center Employees Worked but Were Not Paid Weeks-Off Wages When the Company Closed Down and Reopened Under a New Name In a Different State

The employees  In Miami   worked overtime approximately 20 to 30 hours each week.

Loren Law Group sued the employer and won double the lost wages.
$24,355.90 – Court Judgment in 10 Months
A West Palm Beach Cable Company Hired a New Employee But Soon Fired Him Without Paying Him His Wages Claiming That He Lied on His Employment Application About His Criminal Record and Refused To Provide Him With a Copy Of His Background Check as Required By The Fair Credit Reporting Act (FCRA)

A local cable installation company caused a new employee to work two weeks for free claiming that he was being trained for a new job. At the end of the third week of employment, the employee was told that he was being rejected for employment because a background check (also known as a consumer report) performed through a consumer reporting agency revealed that he did not disclose a felony conviction on his employment application.