American Plastics: New Unpaid Overtime Wages Lawsuit

The experienced attorneys at Coffman Employment Lawyers have filed a new lawsuit against American Plastics, LLC alleging that American Plastics has failed to compensate its hourly production/manufacturing employees for all the hours they worked.

American Plastics is a manufacturer of plastic products that are used in home and garage storage solutions. American Plastics currently owns, operates, and/or manages approximately 7 distribution centers, 14 facilities, and 2 innovation centers around the country.

What is the Lawsuit Against American Plastics About Specifically?

The lawsuit alleges that American Plastics expects its hourly production/manufacturing employees to attend a pre-shift meeting before the start of their own shift. During this meeting, these employees would discuss the state of production, what might need to be done during the upcoming shift, and is any of the machines needed special attention.

After this pre-shift meeting, the lawsuit alleges that these production/manufacturing employees would relieve the outgoing shift and begin performing their job duties.

However, the lawsuit alleges that American Plastics failed to pay these employees for this pre-shift work, and instead only paid them for their scheduled shift times.

If I Am Eligible, What Could I Potentially Receive from Thye American Plastics Lawsuit?

If we can show that you were not properly paid for all overtime work performed for one or more reason(s), the law states that you could receive (1) unpaid overtime for up to the last three years of work; and (2) liquidated damages in an amount equal to the unpaid overtime (aka the potential for double [2x or 200%] damages). If the lawsuit is successful, the law also requires American Plastics to pay our firm’s attorneys’ fees and costs.

Can American Plastics Retaliate Against Me for Joining the Case?

No. Employers are prohibited from retaliating against its employees for their participation in wage and hour cases under The Fair Labor Standards Act. In other words, it is against the law for employers to “discharge or in any other manner discriminate” against an employee because they join a wage and hour case or otherwise testifies in it. If American Plastics does retaliate, it may be held liable for reinstating you or paying damages, including back pay and double damages (liquidated damages). Click here for information about protecting yourself from retaliation from the U.S. Department of Labor’s website. If you have experienced retaliation or are concerned about retaliation, please contact our firm for an explanation of your rights and protections.