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Class Action for Fair Labor Standard Act
File a complaint for violation of fair labor standard
Complaint – Second Amended
A sample amended complaint adding a third claim for relief under the federal fair labor standard act.
Complaint and jury demand for FLSA
A complaint under the fair standard act for overtime payment
Complaint filed for VII sexual Harrassment
A complaint filed for Title VII complaint for sexual harassment and retaliation
complaint for ADA
Americans with Disabilities Act, 42 U.S.C. §12181, et. seq. (“ADA”), and the Michigan Persons with Disabilities Civil Rights Act (“PDCRA”), MCL §37.1301 et. seq.,
Complaint for Age Discrimination
Age discrimination involves treating an applicant or employee less favorably because of his or her age.
Complaint in Federal court for age discrimination:
To establish an age discrimination claim, plaintiff must show that:
–she was older than 40;
–she was discharged;
–she was qualified for the job and met the defendant’s legitimate expectations; and.
–her position remained open or was filled by a similarly qualified individual who was substantially younger.
An average out of court settlement is about $40,000. In addition, 10 percent of wrongful termination and discrimination cases result in a $1 million dollar settlement. The majority of cases, about 67 percent, are ruled in the plaintiff’s favor when taken to litigation.
What are grounds for age discrimination?
The employee, at the time of the act alleged to be discriminatory, is 40 or older; The employee is qualified for their job position; The employee experiences an adverse employment action; Adverse actions include actions such as demotions, firings, or changes to the terms, conditions or privileges of employment); and.
Complaint for Employment Benefits
COMPLAINT FOR BENEFITS UNDER AN EMPLOYEE WELFARE BENEFIT PLAN
Complaint For ERISA
Filed this complaint for ERISA benefits from a denial of long term benefits
Complaint for Fair Labor Standard Act
Complaint under the fair labor standard act for failure to pay overtime and retaliation
Complaint for Fair Labor Standard Act – Ohio
1. the Fair Labor Standards Act (“FLSA”), 29 U.S.C. §201, et seq., the Ohio Minimum Fair Wage Standards Act, O.R.C. Chapter 4111 (“the Ohio Wage Act”), the Ohio Prompt Pay Act, O.R.C. § 4113.15 (“OPPA”), and 28 U.S.C. §1331.
Complaint for Fair Labor Standard Act & Violation of Minimum Wage Act
Defendant Restaurant failed to pay appropriate wage and we sued on behalf of waiter. Colo. Rev. Stat § 8-6-101, et seq.
Complaint for Fair Labor Standard Act and Unjust enrichment
Complaint for Fair Labor Standard Act and Unjust enrichment
Complaint for Family Medical Leave Act
A complaint filed for violation of the Family Medical Leave Act
Family and Medical Leave Act. The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.
Two primary causes of action under the FMLA include interference and retaliation. FMLA interference occurs when an employer interferes with an employee taking or trying to take FMLA leave. … An employee who suffers from an FMLA violation may recover back pay, front pay, attorneys’ fees, and liquidated damages.
Every employer covered by the FMLA is required to conspicuously post a notice explaining the statute’s provisions and providing information for filing complaints of violations with the DOL’s Wage & Hour Division. Under the final rule: The maximum penalty increases from $169 to $173.
Filing a Complaint with the Secretary of Labor
–A complaint may be filed in person, by mail or by telephone with the Wage and Hour Division, U.S. Department of Labor. …
–The complaint should be filed within a reasonable time of when the employee discovers that his or her FMLA rights have been violated.
Employers cannot fire employees for requesting or taking FMLA leave. Generally speaking, however, an employer can still terminate an employee, even while he or she is on leave or just returned, as long as the rationale for the termination was completely unrelated to the FMLA leave.
Complaint for FMLA and Retaliation
Lawsuit filed for violation of FMLA and Retaliation