Written on August 14, 2010 by admin
Filed Under: Labor Law
POMPANO, Fla.–(EON: Enhanced Online News)–A campus admissions representative has sued Everest University, a subsidiary of Corinthian Colleges, for alleged overtime pay violations at Everest’s Pompano Beach, FL campus. The suit, filed in the United States District Court for the Southern District of Florida, seeks to recover overtime pay for existing and former campus admissions representatives at all campuses for Everest University, and Florida Metropolitan University, as it was previously known, dating back to July 2007.
The suit is unique in that it is filed on behalf of a current employee at Everest that is still working at the Pompano Beach campus. According to the Plaintiff’s attorney, Joseph Maus, it is rare that an overtime suit is filed by an existing employee for fear of being retaliated against by the employer. Attorney Maus filed the lawsuit with his partner, Charles Bechert, both in Pompano Beach. They say the law that governs overtime pay, the Fair Labor Standards Act (FLSA), prohibits an employer from taking any type of retaliatory action against an employee for pursuing their rights to overtime pay. If a willful violation of the FLSA is proven, the employees can recover the full amount of their past due overtime pay, plus an equal amount in the form of liquidated damages.
The lawsuit seeks a court order to allow other current and former admissions representatives from the Pompano Beach campus, as well as all other Everest and Corinthian campuses, to join as plaintiffs in the action to recover past due overtime pay. A Motion to Permit Court Supervised Notice advising other admissions representatives of their right to join the lawsuit was filed by Plaintiff on December 17, 2009. If the Motion is granted by the Court, a notice would be mailed to all current and former campus admissions representatives advising them of their right to join the lawsuit and recover any overtime pay they may be due.
This is not the first time Corinthian Colleges has been sued for its failure to pay overtime wages to admissions representatives. Corinthian was sued in 2008 in Illinois by an admissions representative that worked more than 40 hours per week, yet was not paid his overtime pay. It was also argued to the Court that other admissions representatives were also shorted on their overtime pay, and the Court allowed other admissions representatives to join that suit.
Corinthian Colleges is a publicly traded corporation, and one of the largest for-profit post secondary education providers in the United States. Corinthian Colleges has approximately 100 campuses throughout the United States and Canada.
A trial date has been set for the two week trial period beginning June 28, 2010.
For more information, contact attorney Joseph M. Maus at (866) 556-5529, www.mauslawfirm.com.
The Maus Law Firm Joseph M. Maus, 954-784 6310 Fax, 954-941-8363jmaus@mauslawfirm.com
Permalink: http://eon.businesswire.com/news/eon/20100223007216/en/Corinthian-college-overtime-pay/Fair-Labor-Standards-Act/Overtime-wage-claim
South Florida Attorney Joseph M. Maus and Associates has been helping victims of injuries and accidents for close to 16 years. The firm prides itself on having the resources and experience of the largest state-wide law firms, yet providing individualized attention to each and every client.
Tags: Beach ,Colleges ,Corinthian ,Everest ,Filed ,firm ,Maus ,Overtime ,Pompano ,Sued ,Suit ,University ,Violations
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Written on August 1, 2010 by admin
Filed Under: Labor Law
As a worker in San Fernando Valley, you should be aware of your employee rights and obligations. Otherwise, you may not know that your employer has been violating or has violated your rights in some way. A certain area of law protects employees from unlawful employment practices.
Labor and employment as crucial and significant foundations of every society is given prime importance and protection by the government. The U.S. Equal Employment Opportunity Commission (EEOC) implements several federal laws in order to preserve the rights of workers and build a strong, dynamic relationship between employers and employees.
They aim to protect unprejudiced working environments so that workers will not have to worry about illicit and unjust practices. They attempt to provide fair opportunities to deserving workers who, although belonging to a certain classification, still have the capacity to contribute to society and endeavors to be independent.
Some of the U.S. Laws on Employment
Under the Title VII of the Civil Rights Act of 1964, it is unlawful to discriminate on the basis of color, race, sex, religion, or national origin.
The Equal Pay Act of 1963 (EPA) provides security for men and women who carry out considerable equal amount of work in the similar establishment from sex-based wage discrimination.
The law, that protects elderly workers, specifically those 40 years of age and older is the Age Discrimination in Employment Act of 1967 (ADEA).
Additionally, it is the Title I and Title V of the Americans with Disabilities Act of 1990 (ADA) that forbids employment discrimination against disabled qualified individuals who work in the private sector, and in local and state governments. What prohibits discrimination against qualified workers with disabilities in the federal government are the Sections 501 and 505 of the Rehabilitation Act of 1973.
It is the Civil Rights Act of 1991, which offer financial damages in cases of deliberate employment discrimination.
The Fair Labor Standards Act (FLSA) order minimum wage and overtime pay standards; and recordkeeping and child labor standards for most private and public employment sectors, including work accomplished within the home. It is the Wage and Hour Division of the Employment Standards Administration (ESA), which oversees this act.
Rights of the Employees
• Right against discriminative performances based on your sexual orientation, national origin, race, gender, skin color, pregnancy, religious beliefs, age or disability
• The right to leave for reasons of illness, pregnancy, among others
• Right to fair pay: right against denial of at least the minimum wage or denial of unpaid wages
• The right to a safe workplace
• Right to a work environment free of harassment
• The right to privacy especially with personal matters
In asserting your legal rights, it is important that you discuss it with your employer. Settle out your differences and clarify what it was you found improper then seek resolution. It will benefit you greatly if you know your legal rights so that you can present your problems easily and confidently to your employer.
After talking with your employer, you should be able to come to an agreement, resolution or settlement. If your employer did not take your complaints seriously and took no steps regarding your problem, then it is highly advised that you take your issues to court. File a lawsuit with the help from a San Fernando Valley employment law attorney who can represent your case effectively.
As a worker, you should not disregard defending your rights. Taking legal action immediately will help you obtain justice and compensation for the damages you have suffered.
Our San Fernando Valley lawyers professionally take charge in defending the rights of workers who have been victims of employment discrimination. For more information, log on to our website and ask the assistance of our legal staff.
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