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For decades, federal and New York state laws have offered protections to vulnerable American workers. The intent of the laws is to prevent companies from implementing harsh employment practices, such as working employees more than 40 hours per week under standard pay schedules and exposing workers to dangerous workplace conditions.
A recent class action lawsuit received preliminary approval for a settlement that directly addresses the federal Fair Labor Standards Act (FLSA) and New York state law. If you worked for Uptown Communications between August 6, 2011 and June 26, 2017, you might be a class member who is eligible to receive compensation under the terms agreed upon in the class action settlement.
The settlement comes after lead plaintiffs Regan Laing and Dunbar Davis alleged that Uptown Communications violated federal and state statues by failing to compensate some employees for working overtime. In the class action lawsuit, Davis and Laing content that Uptown Communications did not pay overtime to several technicians and cable installers in clear violations of the FLSA and New York labor law.
According to court documents, Uptown Communications forced technicians and cable installers to work more than 40 hours per week on standard hourly pay, not the time and a half or double time required by federal and state law. Uptown Communications continues to deny the charges made in the class action lawsuit. However, the company agreed to the settlement to avoid the high costs and the uncertain outcome of a protracted court battle. Uptown Communications must set up a settlement fund worth $670,000 to pay eligible class members who submit valid and timely claim forms.
What You Need To Know: Uptown Communications & Electric Overtime Class Action Settlement
According to class counsel, eligible class members of the Uptown Communications Class action settlement “include anyone who worked for Uptown Communications as a cable installer/technician at any time between August 6, 2011 and June 26, 2017.” The potential award for class members depends on how long Uptown Communications employed each class member, as well as the number of weeks worked by all class members during the eligibility period. Eligible class members do not need to submit any documentation other than the class action settlement claim form.
Qualifying class members have until September 29, 2017 to submit a valid claim form. The judge presiding over the case Dunbar Davis, et al. v. Uptown Communications & Electric Inc., et al., Case No. 1:16-cv-03990, in the U.S. District Court for the Eastern District of New York has scheduled the final hearing on November 15, 2017. Refer to the class action settlement website www.ArdenClaims.com/Davis-v-Uptown-Communications-Electric-Inc-et-al to learn more about what transpired during the final hearing. The class action settlement website also lists the attorneys representing the class and defense counsels.