Timken Company: Unpaid Wages Lawsuit

At Coffman Employment Lawyers, our skilled unpaid wages attorneys have recently filed a lawsuit against The Timken Company on behalf of all of Timken’s hourly production/manufacturing employees. The lawsuit alleges that The Timken Company has failed to pay these employees for all the overtime hours they worked due to not paying for certain work activities before the start of employees’ shifts.

What Is the Unpaid Overtime Lawsuit Against Timken Specifically About?

The lawsuit alleges that Timken expects its employees to come to work before they were scheduled to start their shifts and participate in pre-shift work activities. Timken allegedly required its employees to put on certain personal protective equipment (“PPE”) such as steel-toed boots, safety glasses, and ear protection before their shift. The lawsuit also alleges that, after putting on this equipment, Timken’s employees regularly participated in pre-shift meetings to discuss the status of production and other safety issues that might come up during the shift. However, the lawsuit alleges that Timken failed to pay these employees for this pre-shift work, which constitutes unpaid overtime in weeks where employees worked 40 or more hours.

What Could I Be Eligible to Receive from the Timken Unpaid Overtime Lawsuit if I Am Eligible?

If we can show that you were not adequately paid for all the overtime work you 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 Timken to pay our firm’s attorneys’ fees and costs.

Can Timken Retaliate Against Me for Joining the Case?

No. Federal law, specifically the Fair Labor Standards Act, prohibits employers from retaliating against their employees. In other words, employers cannot “discharge or in any other manner discriminate” against an employee for joining a wage and hour case or otherwise testifies in it. If Timken retaliates, it may be held liable to issue reinstatement or pay damages, including back pay and/or liquidated damages (i.e. double damages). For more information about retaliation, see the U.S. Department of Labor website here. If you have experienced or are concerned about retaliation, please contact our experienced lawyers so we can explain your rights and protections.