News and Media

Make Sure Your Personal Information is Safe

Tuesday, August 27 - 2013

We are investigating claims that some cable companies are misusing former customers' personal data.  When you cancel your cable, it is the company's responsibility to delete all of your personal information.  Cable companies such as WOW Cable, Cox Cable, AT&T and many others may not store, maintain and/or share your information once you are no longer a customer.  Doing so puts you at risk for identity theft and conversion of personal financial accounts. 

How Natural are "All Natural" Foods?

Tuesday, September 24 - 2013

We are investigating claims that some "all natural" food products are not as natural as they claim.  Oftentimes consumers willingly pay premium prices with the idea that they are making better health decisions.  Unfortunately, not all food companies are as healthy as you may think.

SZ Represents Nautilus Hyosung America Field Service Engineers

Monday, September 16 - 2013

Stephan Zouras, LLP currently represents Field Service Engineers who work or worked for Nautilus Hyosung America, Inc. Plaintiffs allege Nautilus Hyosung America, Inc. violated the Fair Labor Standards Act and Illinois wage law by: 1) failing to pay overtime at a rate of 1 ½ times their regular rate of pay; 2) failing to record and pay for work required before the start and after the end of scheduled shifts ; and 3) improperly deducting one hour of pay per day for meal breaks, regardless if employees worked through such breaks.

New Unpaid Intern Lawsuit Filed

Monday, September 16 - 2013

On August 27, 2013, Stephan Zouras, LLP filed a complaint on behalf of a former employee of Chicago State University, who alleges the University unlawfully classified him as an "intern" to avoid paying him minimum and overtime wages. The Plaintiff alleges that while titled an "Athletic Marketing Intern," "Ticket Operations Manager," and "Academic Support Specialist", he performed duties that primarily benefitted the University and would have otherwise required the services of paid employees.

Are unpaid internships compliant with the law?

Monday, November 19 - 2012

Intern lawsuits and FLSA law are requiring employers to rethink their unpaid intern policy. Many interns are seeking compensation for their unpaid contributions and are having success.

Cable Company Watch - Is Your Personal Information Safe?

Tuesday, September 03 - 2013

 
Chicago, IL, 9/3/2013 — Cable subscriptions may come and go, but what happens to the personal information required to set up an account when the customer moves on?  When a customer cancels their cable service, the law says the cable company must delete all personal information.  In other words, cable companies such as WOW, Cox, AT&T and many others may not store, maintain and/or share information once a current customer becomes a former customer.  Doing so puts consumers at risk for identity theft and conversion of personal financial accounts.
 
Strict privacy laws are in place to protect consumers and to keep personal information secure.  The Cable Communications Policy Act requires cable operators to provide annual notice describing the "nature of personally identifiable information collected," its purpose, the time frame the information will be maintained, and the times and places where the subscriber can access such information.  In addition, the Act requires cable companies to destroy personally identifiable information when it is no longer required for the purpose for which it was collected.
 
Translation:  The cable company must inform the customer once a year what they are doing with their personal information and if and when the customer becomes a former customer, all personal information must be destroyed.

SZ Wins Arbitration Ruling - Arbitrator Rules that Arbitration Clauses Permit Plaintiffs to Move for Class Certification

Tuesday, May 28 - 2013

On April 30, 2013, Stephan Zouras, LLP won an arbitration ruling concerning the arbitration clauses of certain Dish Network Inside Sales Associates.  The Arbitrator ruled that “the arbitration clauses in the parties’ agreements…envision and permit a potential class determination of the parties’ disputes…"  The Plaintiffs here allege they were not paid for time spent:  1) turning on and booting up their computers and logging onto required software programs; 2) working during meal breaks; 3) working more than 40 hours a week at an overtime rate of pay 1.5 times the regular rate. If you work or worked for Dish Network or any other call center and want more information on your rights, contact us.

Jim Zouras Invited Guest Speaker at Wage & Hour Workshop

Monday, August 12 - 2013

One of our founding partners, Jim Zouras, will be speaking at the Annual Wage & Hour Litigation & Management conference on October 18, 2013 in Chicago, IL.  Jim will be presenting class certification strategies and techniques.  Jim will be joined with attorneys discussing other critical aspects of Wage & Hour litigation including FLSA actions.

Owners/Lessees Claim Honda Vehicles Contain Defects

Monday, July 15 - 2013

We currently represent clients who owned or leased 2008 through 2011 Honda Accords. Plaintiffs allege that Accord vehicles suffer from a systemic design defect that enables motor oil to enter into the engine’s combustion chamber at a higher rate and/or in greater quantities than intended, resulting in excessive oil consumption, premature spark plug degradation, and engine malfunction.
 
The claim states that the defects result from:
 
-the material or workmanship used in the vehicles’ valve guides seals or engine piston rings;
-a flaw in Honda’s VTEC variable engine timing system that improperly allows oil to flow into the engine’s combustion cylinders.  

Can you get fired for your genes? No. Know your rights.

Tuesday, June 04 - 2013

Did you know that most employers are prohibited from requesting, requiring or purchasing someone’s genetic background when hiring, firing or promoting?  Science today can predict the chances of getting certain diseases.   GINA, which stands for, Genetic Information Nondiscrimination Act, which was enacted in 2009, protects employees from being discriminated against based on genetic make-up. 
 
Oftentimes employers will require a post-offer examination and drug test after offering a position.  Assuming the applicant passes, they will be hired.  The employer is violating GINA in situations where the applicant is required to:

  • -Provide genetic test results
  • -Take a blood test that includes genetic results
  • -Disclose family medical history
  • -Or, if the employer fails to hire the employee based on genetic results

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For more information on your rights, contact us

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