Lapham-Hickey Steel: New Unpaid Overtime Wages Lawsuit Filed

Our experienced unpaid wages lawyers at Coffman Employment Lawyers have recently filed a lawsuit against Lapham-Hickey Steel Corp. on behalf of all of Lapham-Hickey’s hourly production/manufacturing employees. Specifically, the new lawsuit alleges that Lapham-Hickey did not pay these employees all the overtime wages that they were entitled because these employees performed pre-shift work without compensation, and because Lapham-Hickey did not properly calculate overtime rates.

What Is the New Unpaid Overtime Lawsuit Against Lapham-Hickey About?

The lawsuit alleges that Lapham-Hickey expects its production/manufacturing employees to arrive before the scheduled start of their shifts in order to have shift pass-down, shift change, or shift turnover with the previous shift. However, the lawsuit alleges that Lapham-Hickey did not pay these employees for these pre-shift work activities, and instead only paid them for their scheduled shift.

Also, the lawsuit alleges that Lapham-Hickey failed to properly calculate overtime rates for its production/manufacturing workers because it failed to include certain types of compensation, such as shift differential payments, when it calculated overtime rates.

If I Join the Lapham-Hickey Overtime Case, What Could I Be Eligible to Receive?

If we can show in the lawsuit 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 Lapham-Hickey to pay our firm’s attorneys’ fees and costs.

Can Lapham-Hickey Retaliate Against Me for Joining the Case?

No. The federal law that the lawsuit is filed under, the Fair Labor Standards Act, prohibits employers from retaliating against employees. If Lapham-Hickey retaliates, it may be held liable for additional damages including reinstatement, back pay, and double damages (liquidated damages). If you have experienced retaliation or are concerned about retaliation, please contact our experienced employment attorneys so we can explain your rights and protections.