Fenley v. Wood Group Mustang, Inc. Lawsuit
On January 26, 2015, Plaintiff Tommy L. Fenley filed a Class and Collective Action Complaint against Defendant Wood Group Mustang, Inc. (“Wood Group”) in the United States District Court for the Southern District of Ohio. Berger Montague is working on this matter with attorneys from Landskroner Grieco Merriman LLC in Ohio. Read the Complaint.
About the Wood Group Mustang Lawsuit
The Complaint alleges that Wood Group violated the federal Fair Labor Standards Act (“FLSA”) and Ohio state law by failing to pay proper overtime compensation to employees who were paid on a “day rate” basis when those employees worked more than 40 hours in a workweek.
According to the Complaint, the FLSA requires that employees must be compensated for all hours worked over 40 in a week at a rate not less than 1.5 times the employee’s regular rate. Plaintiff’s claims seek back pay (all unpaid overtime wages), plus liquidated double damages, reasonable attorneys’ fees, and court costs.
Have Questions or Pertinent Information?
If you have any information that may assist us with this case, please contact Camille Fundora Rodriguez by telephone at (215) 875-3033 or by email at email@example.com.
Do You Have to Pay Any Fees to the Attorneys?
Our law firm is handling this case on a contingent fee basis. This means that we will only be paid if the lawsuit is successful in obtaining relief either through a settlement or a final judgment, and that payment will only come out of that settlement or final judgment. Therefore, you do not have to pay anything to our law firm in order to join the lawsuit.
What About Employer Retaliation?
The law protects you from retaliation for asserting your rights to recover wages under the FLSA. Employers in this type of case are not permitted to retaliate in any way, shape, or form.
How to Prove Your Claim for Unpaid Wages and Overtime
Where the employer does not keep accurate and precise time records, the law permits employees to make a good faith estimate of their overtime or hours worked. Where the employer keeps accurate time records, those records may be used.