Championing Fair Wages: How Martin & Bonnett PLLC Has Recovered Millions for Employees Under the FLSA
At Martin & Bonnett PLLC, we're passionate about ensuring that hardworking employees receive the wages they're entitled to under the law. The Fair Labor Standards Act (FLSA) sets clear standards for minimum wage and overtime pay, but unfortunately, not all employers comply. Through dedication and relentless advocacy, we've helped thousands of employees reclaim unpaid wages and hold employers accountable.
In this post, we'll highlight some of our recent victories that not only secured compensation for our clients but also set precedents to protect workers' rights nationwide.
Case Highlights
1. Collinge, et al. v. IntelliQuick Delivery, Inc., et al.
Background:
IntelliQuick Delivery, a courier and delivery service, misclassified its drivers as independent contractors.
Drivers were denied minimum wage and overtime pay.
Unlawful deductions were made from their earnings.
Our Actions:
Filed a class-action lawsuit alleging FLSA and Arizona wage statute violations.
Demonstrated that drivers were employees, not independent contractors.
Argued that the company's owner was personally liable.
Outcome:
Won partial summary judgments establishing misclassification and willful violations.
Achieved a $5.5 million settlement before trial on damages.
Impact:
Drivers received compensation for unpaid wages.
Sent a strong message to employers about the consequences of misclassification.
2. Van Dusen v. Swift Transportation Company
Background:
Approximately 20,000 drivers leased trucks from Interstate Equipment Leasing (IEL) and drove for Swift Transportation.
Drivers were misclassified as independent contractors.
Alleged violations included failure to pay minimum wage and violations of the federal forced labor statute.
Our Actions:
Collaborated with co-counsel to file a class-action lawsuit.
Challenged the misclassification and the unconscionable nature of the leases and contractor agreements.
Outcome:
Reached a monumental $100 million settlement.
Preliminary approval granted by the court in April 2019.
Final settlement hearing held in January 2020.
Impact:
Provided significant financial recovery for thousands of drivers.
Influenced industry practices regarding driver classification and compensation.
3. Cilluffo, et al., v. Central Refrigerated Services, Inc., et al.
Background:
Represented approximately 1,350 truck drivers who leased trucks from Central Leasing, Inc. (CLI) and drove for Central Refrigerated Service.
Drivers were misclassified as independent contractors.
Faced unlawful wage deductions and a coercive work environment.
Our Actions:
Filed claims alleging misclassification, unlawful deductions, and violations of the federal forced labor statute.
Addressed the exploitative nature of the lease agreements and contractor relationships.
Outcome:
The court granted final approval of a comprehensive settlement in April 2018.
Settlement included over 300 individual arbitrations and collective arbitration for FLSA claims.
Impact:
Secured financial restitution for affected drivers.
Highlighted the importance of fair contractual practices in the trucking industry.
Why These Victories Matter
Setting Legal Precedents: These cases have helped define employer obligations under the FLSA, particularly regarding worker classification.
Empowering Employees: By standing up against unfair practices, employees can reclaim their rights and wages.
Industry Impact: These substantial settlements encourage other companies to adhere strictly to labor laws to avoid similar litigation.
Our Commitment to Workers' Rights
At Martin & Bonnett PLLC, we don't just litigate cases—we advocate for systemic change. Our team understands the tactics employers may use to deny fair wages, and we're equipped to challenge them effectively.
Expertise in Complex Litigation: With experience handling large class-action lawsuits, we can manage intricate legal challenges.
Personalized Representation: We treat each client with the respect and attention they deserve, understanding that every situation is unique.
No Fee Unless We Win: We often work on a contingency fee basis, meaning you don't pay attorney fees unless we recover compensation for you.
Know Your Rights
If you're unsure whether you're receiving the wages you're entitled to, consider the following:
Are you classified as an independent contractor but treated like an employee?
Have you been denied overtime pay despite working over 40 hours a week?
Does your employer make deductions from your paycheck that seem unfair or unlawful?
Take Action Today
Wage theft and misclassification can have significant financial and emotional impacts on you and your family. You don't have to navigate this battle alone.
Contact us for a free consultation:
Phone: (602) 240-6900
Email: info@martinbonnett.com
Address: 4647 N. 32nd St., Suite 185, Phoenix, AZ 85018
Let us help you reclaim what you've rightfully earned.
Our recent victories under the FLSA demonstrate that justice is achievable, and employers who violate labor laws can be held accountable. At Martin & Bonnett PLLC, we're dedicated to fighting for fair wages and ensuring that every worker is treated with the dignity and respect they deserve.
Frequently Asked Questions
Q1: How do I know if I'm misclassified as an independent contractor?
A: If your employer controls how you perform your work, sets your schedule, and provides the tools or equipment you use, you might be misclassified. The distinction depends on several factors, including the degree of control and independence.
Q2: What is the statute of limitations for filing an FLSA claim?
A: Generally, you have two years from the date of the wage violation to file a claim. If the violation is willful, the statute of limitations may extend to three years.
Q3: Can I be fired for filing a wage claim against my employer?
A: Retaliation for asserting your rights under the FLSA is illegal. If your employer takes adverse action against you for filing a claim, you may have additional legal remedies.
Q4: Do I have to pay upfront to hire your firm for my wage claim?
A: We often work on a contingency fee basis for wage and hour cases, which means you don't pay attorney fees unless we recover compensation for you.
Disclaimer: This blog post is for informational purposes only and does not constitute legal advice. Reading this post does not establish an attorney-client relationship. For legal advice specific to your situation, please contact us directly.