Dish Network Call Center Unpaid Overtime Class Action
Hundreds of current and former DISH Network call center workers have joined a federal lawsuit against DISH Network alleging overtime violations.
Stephan Zouras, LLP represents Inside Sales Associates (ISA’s) that work or have worked in DISH Network call center facilities.
In August 2012, Stephan Zouras filed a class action lawsuit alleging DISH Network required ISA’s to perform unpaid work before and after the start of their scheduled shift, including but not limited to booting up and logging on to their computers and initializing several software programs, and to perform unpaid work during breaks and lunch time.
The lawsuit also claims when ISA’s worked more than 40 hours per week, DISH Network failed to pay proper overtime wages. Failing to pay hourly workers time and half for all hours worked beyond 40 hours in a workweek may result in a violation of the Fair Labor Standards Act, as well as applicable state law.
After being sent to arbitration, on October 29, 2013 the Arbitrator ruled that the case should move forward as a class action for all New Jersey call center ISAs.
In 2016, Stephan Zouras was able to recover in excess of $1,000,000 for New Jersery ISAs.
Stephan Zouras currently is litigating a similar case on behalf of Colorado DISH Network ISAs.
If you worked for DISH Network in one of their call centers nationwide or any other call center and would like more information on your rights, contact us.
ABOUT UNPAID WAGES AND MINIMUM WAGE LITIGATION:
All too often, employers try to take advantage of their employees by not properly compensating them for time worked in violation of federal and state law. The Fair Labor Standards Act (FLSA) requires employers to pay employees 1 1/2 times their regular rate of pay for all hours worked over 40 each workweek unless they are properly classified as “exempt.”
The law requires the employer to satisfy very strict requirements to properly classify an employee as an exempt professional, executive, administrator, intern or some other recognized category of exemption.
The FLSA also requires employers to keep accurate time records of all employees. Some employers try to skirt the law by paying only for “scheduled” time worked or paying based on an estimated or otherwise inaccurate time.
An employer’s failure to make and maintain accurate time records and paying for all time worked can have serious consequences. In such cases, employees are eligible to seek damages in addition to all unpaid wages including double (or “liquidated”) damages, back interest, attorney’s fees and costs.