Examples of Claims Made in Lawsuit
      
  • Bruister has a general policy against paying Employees overtime hours.

  • Bruister does not begin to pay Employees from their first principal activity to their last principal activity as    
    required by law (principal activities include route planning, pre-calling, paperwork and vehicle cleaning and
    maintenance).  

  • Bruister does not pay Employees for travel time between job assignments.

  • Bruister requires Employees to plain their daily routes and pre-call customers from the Employees home
    off the clock without compensation.

  • Bruister requires Employees to report for meetings and to pick up equipment without compensating for
    this work time.

  • Bruister requires Employees to clean the interior and exterior of their vans without pay and without
    reimbursement for cleaning related expenses.

  • Bruister requires Employees to pay, without reimbursement, for tools of the trade, such as hammers,
    wrenches, tape, etc. used for Bruister’s benefit, these payments result in Employees earning less than the
    required minimum wage.

  • Bruister does not pay Employees for all hours worked; rather, Bruister shaves time off Employee’s time
    records.

  • When Bruister does pay Employees overtime, it does not pay for all overtime hours worked and does not
    pay overtime at the proper rate(s).

  • Bruister’s “production” based hourly pay system violates the law by reducing the Employees hourly rate as
    the number of hours worked increases and by failing to pay for nonproductive time.
Some examples of the policies and practices that the Plaintiffs’ allege resulted in unpaid wages include:
Copyright 2007 Yezbak Law Offices.  All rights reserved.
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The Court ordered that
all Installers (POV or
COV), Technicians and
hourly paid Field
Trainers who worked
for Bruister at any time
since April 2004 can
join.   You must join by
June 20, 2008.


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