EMPLOYEE RECLASSIFICATION & OVERTIME RECOVERY

We are currently conducting a nationwide investigation into employers like Lenscrafters, VMware, Inc. and others who RECLASSIFY their salaried employees after having previously misclassified them as exempt from overtime pay.  When an employer reclassifies workers from “exempt” to “non-exempt” the employee may be eligible to receive back overtime pay.

Many companies with IT or Computer departments, or companies in the IT sector, such as VMware, are reclassifying their employees department by department from exempt (not eligible for overtime) to non-exempt (overtime eligible). Often these workers put in extremely long hours, including nights, weekends, and on-call duties in their jobs. Among those recently reclassifying positions are VMware, Lenscrafters, Luxottica Groug, Big Lots, IBM, Disney, Kaiser Foundation Hospitals, Barclays Global Investors, and many others.

Employees who have been reclassified to overtime eligibility are often entitled to Back Wages for the overtime hours they previously worked.

If your company has reclassified you from salaried exempt to hourly, commission, piece rate or other overtime-eligible position, please contact us  immediately about recovering the Back Pay you may be owed. 

Please complete our short CONFIDENTIAL contact form on the right side of this page or call us immediately at TOLL FREE 1.800.467.4000 for a FREE and Confidential consultation of your potential wage and overtime claims.

There are NO ATTORNEYS FEES unless you recover.

There are no attorney’s fees unless you recover, in which case those charges are paid from your share of the recovery. If there is no recovery, you will not be responsible for any attorney’s fees, court costs or litigation expenses.

It is ILLEGAL for employers to fire employees for making overtime claims.

Under federal law the employer can be punished with criminal penalties. The Fair Labor Standards Act prohibits employers from retaliating against any current or former employee who elects to participate in any proceeding asserting their rights provided under the law.

You DO NOT need to prove you worked overtime.

You do not need to have proof of the hours you worked.  If the employer does not keep accurate time records, most courts allow the employee to make a good faith estimate of overtime hours. So even if you did not keep your pay records, or did not always clock in or out, the court will generally accept a good faith estimate of your hours.

Read all about your overtime wage and hour rights here.