Dreamland Security Services Inc. (Hourly-Paid Non-Exempt Security Guards)
Dreamland Security Services Inc. is a Bronx-based security business operating in New York and New Jersey.
Position(s): Hourly-paid security guards employed by Defendants.
Location(s): Anywhere in the United States.
Time Period: March 2020 through the present.
The Claims in the Lawsuit
Violations of the Fair Labor Standards Act (“FLSA”)
The Complaint alleges Dreamland Security Services Inc. failed to compensate security guards at a rate of one and one-half (1.5) times their regular rate of pay for hours worked in excess of forty (40) hours in a workweek, in violation of the FLSA.
Violations of the New York Labor Law (“NYLL”)
The Complaint alleges Dreamland Security Services Inc. failed to pay security guards’ spread of hours premium compensation for each day they worked ten (10) or more hours, including working time plus time off for meals plus intervals off duty, and for one hour’s pay at the prevailing minimum hourly wage rate on days in which security guards’ spread of hours exceeded (ten) 10 hours, in violation of the NYLL.
March 16, 2023: The case was filed in the United States District Court for the Southern District of New York. The case has been assigned to the Honorable Judge Vernon S. Broderick.
How to Participate
To be eligible to recover unpaid wages under the FLSA as an hourly-paid employee within the last 3 years, you must complete a “Consent to Join” form, which you can obtain HERE.
There is a possibility the Court will certify the claims under the New York Labor Law as a class action, on behalf of the following class of persons:
All hourly-paid security guards employed by Defendants in New York at any time within the six years preceding the commencement of this action through the date of judgment.
If a class is certified, persons who fall within the class will be notified they are covered and will automatically be included in this case unless they “opt out.” If you are interested in participating in this case or have further questions, please contact our office by emailing “FLSAGroup@jtblawgroup.com or calling (877) 561-0000.
Frequently Asked Questions
Can Defendants discipline or fire me if I join the case?
No! The Fair Labor Standards Act prohibits retaliation and imposes harsh measures against employers who retaliate. For further information, please consult the Department of Labor’s Fact Sheet.
Will I have to testify or provide documentary proof?
Not necessarily. Many employees obtain monetary recoveries in Fair Labor Standards Act cases without ever having to appear at court or for depositions.
You are not required to provide documentary proof of your unpaid wages. In most cases, the employer is required to provide the employee’s payroll records to the employee and his or her attorney. In fact, the Fair Labor Standards Act mandates that employers keep accurate time and payroll records. The employer cannot escape this duty by requiring you as the employee to provide proof.
However, it is still important that you preserve any physical or electronic evidence relating to the case that you currently possession.
Will Brown, LLC be my attorneys?
Employees who sign Retainer Agreements and/or Consent to Sue forms will be represented by Brown, LLC with respect to the lawsuit and claims described above.
You will not be required to pay any attorneys’ fees or court costs to the Plaintiff’s lawyers at this time and not pay any attorneys’ fees unless you prevail. Rather, in the event the Plaintiffs prevail in the lawsuit, by either judgment or settlement, the Plaintiff’s attorneys will request that the Court order Defendant(s) to pay the Plaintiff’s lawyers their reasonable attorneys’ fees and reimburse them for any expenses.
How long will the case take?
It is very difficult to predict exactly how long a case will take. It depends on a variety of factors including the number of parties and claims involved, the rules and pace of the court, the complexity of the proofs, and the manner in which the employer defends the case.
When and if a settlement is reached, additional time is needed to prepare settlement documents, calculate settlement allocations, and seek and await the court’s review and approval of the settlement. Wage-and-hour cases typically take 2-3 years, but this can be shorter or increase considerably.