We are actively investigating Call Centers that require employees to arrive before their shift start time to prepare their computer systems and/or require their employees to stay after their shift ends to finish their call or call queue off the clock.
These companies are currently under investigation.
What are these Investigations about?
Call Centers frequently require or “encourage” employees to work off the clock, oftentimes without the employee even realizing it. If you work an eight hour shift five days a week, or a ten hour shift four days a week and you frequently, or always, arrive before your shift start to prepare your computer, and/or you stay after your shift ends handling a call or calls, yet you do not receive overtime regularly, you may be owed unpaid wages.
The most common violation Call Centers commit is when employees must arrive before their official shift start time. Employees are told they need to be call-ready either at their shift start time or near it. However, in order to be call-ready by that time, employees must arrive five to fifteen minutes before their start time in order to have enough time to get their computer system ready. Time spent preparing computer systems for calls is considered time worked and must be paid. If you work at a call center and you must be call ready by shift start, yet you cannot clock in until after setting up your computer, then you may have a claim for unpaid wages.
The second most common violation Call Centers commit is when employees are required to finish their call or calls once their shift ends and they are not paid for this post-shift work. Generally, companies do not blatantly require employees to clock out while on a post-shift call but will instead have Team Leads or Operations Managers shave this time off later. If you work a normal forty-hour shift and generally stay after your shift ends finishing calls for a few minutes every day or every other day but you do not recall receiving overtime in those weeks then you may have a claim for unpaid wages.
Who is eligible to join these Investigations?
Anyone who believes they have suffered the violations described above may join our active investigations. We have multiple investigations into several different companies. If your company is not under investigation we can open a new one for you to discover if you may be owed unpaid wages.
How do I Join one of the Investigations?
You may start a new investigation by filling out this form. Once received we will contact you to discuss the investigation.
To join an existing investigation please click on the company’s name. Once the form is signed we will email you regularly as the investigation progresses to let you know our findings. If we file a claim for back wages at the end of the investigation we will enroll all those who signed the form to be a part of our investigation.
These companies are currently under investigation. Click the company title to join that investigation.
Can I be fired for joining an investigation or starting a new one?
The law prohibits Employers, or their agents, from firing, harassing, discriminating, or retaliating against an employee for taking part in an investigation or a case for back wages. Your information will not be discussed with any individual or company outside our office during the investigation.
Will this cost me anything?
You will not pay anything to join this investigation. If this investigation becomes an active case it will be handled on a contingency fee basis. Our firm will only be paid if we win the case and recover your back wages. Our payment will come out of the recovery amount.
What happens once an Investigation concludes?
We will contact everyone once a company-specific investigation concludes and inform them of our findings. If we believe a wage violation has occurred we will move to file a case on behalf of everyone who is eligible for a recovery and joined the investigation by signing a consent form.