Brown, LLC has filed a collective and class action lawsuit against WP & M Real Estate Group, LLC (“WPM”) alleging wage and hour violations under federal and Maryland law. Please note that a lawsuit being filed against WPM does not necessarily mean that WPM will be found liable. The allegations contained herein remain unproven while the case proceeds through the legal system.

About the Defendant

According to the complaint, WPM does business as “WPM Real Estate Management” and provides property-management services for residential properties, including multifamily apartment communities. Indeed, the complaint alleges WPM managed properties in multiple states, including Maryland, Pennsylvania, Delaware, and Virginia. And the complaint asserts that WPM hired, paid, scheduled, supervised, assigned work to, maintained time records for, and managed payroll records for hourly-paid, non-exempt employees, including service and maintenance employees.

Claims in the Lawsuit

The lawsuit alleges that WPM failed to pay hourly-paid, non-exempt service and maintenance employees all wages and overtime compensation owed for their work. The claims focus on several alleged pay practices, including unpaid after-hours and emergency work, unpaid on-call work, unpaid work performed during automatically deducted meal periods, and timekeeping edits that allegedly reduced or omitted compensable work time.

The complaint filed against WPM alleges that Plaintiff Corey Harris, along with other similarly situated service and maintenance employees, regularly worked more than forty (40) hours in a workweek on behalf of WPM without being paid for all compensable hours worked.

The lawsuit also alleges that WPM required hourly-paid, non-exempt service and maintenance employees to respond to resident emergencies, after-hours calls, weekend assignments, on-call work, contractor supervision, and other property-support work. Yet, according to the complaint, WPM did not ensure that all this work time was recorded and paid.

The lawsuit further alleges that WPM automatically deducted meal-break time from employees’ paid hours even when employees performed work during some or all of the deducted meal-break period. According to the complaint, these practices caused employees to be underpaid wages and overtime compensation.

The lawsuit brings claims under the Fair Labor Standards Act (“FLSA”), the Maryland Wage and Hour Law (“MWHL”), and the Maryland Wage Payment and Collection Law (“MWPCL”). It seeks unpaid overtime compensation, unpaid wages, unlawfully deducted or withheld wages, liquidated damages, enhanced damages as permitted by Maryland law, pre- and post-judgment interest, attorneys’ fees, costs, and other relief.

Workers Covered

Position(s): Hourly-paid, non-exempt service and maintenance employees employed by WPM, including, but not limited to, employees who performed maintenance, repair, emergency-response, resident-service, vendor-coordination, after-hours, on-call, and property-support work.

Locations Covered

Federal law claims: Hourly-paid, non-exempt service and maintenance employees employed by WPM anywhere in the United States or any other place covered by the FLSA.

Maryland law claims: Hourly-paid, non-exempt service and maintenance employees employed by WPM in Maryland.

Time Period Covered

Federal law claims: June 9, 2023, through the present.

Maryland law claims: June 9, 2023, through the present.

Former hourly-paid, non-exempt employees of WPM may still be eligible to opt into the lawsuit if they worked during these periods.

For the federal law claims, workers can generally recover wages for up to two years before the date they join the lawsuit by filing a signed consent form with the Court, or up to three years if the Court finds that WPM’s alleged violations were willful under the FLSA. The complaint alleges willful FLSA violations.

Case Status

June 9, 2026: The lawsuit was filed in the United States District Court for the District of Maryland.

How to Participate

If you worked for WPM as an hourly-paid, non-exempt service or maintenance employee and believe you were not paid for all hours worked or overtime compensation owed, you may be eligible to join the case.

If you are interested in participating in the lawsuit, please complete the form below so that the wage and hour lawyers at Brown, LLC can assess your eligibility.

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Are you still working for the Defendant?

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Frequently Asked Questions

Will Brown, LLC Be My Attorneys?

Yes, if you sign a retainer agreement and, if applicable, a Consent to Join form. You owe no legal fees unless there is a recovery.

Can WPM Retaliate Against Me for Joining?

No. Federal and Maryland wage laws prohibit retaliation against workers who assert wage rights or join a lawsuit.

Do I Have to Be Currently Employed to Participate?

No. Former employees may still be eligible if they worked for WP & M Real Estate Group, LLC during the covered time period.

What Types of Work Time Does the Lawsuit Focus On?

The lawsuit focuses on alleged unpaid straight-time and overtime wages, including compensable after-hours work, emergency-response work, weekend work, on-call assignments, contractor supervision, resident emergencies, work performed during automatically deducted meal periods, and other maintenance or property-support work allegedly performed off the clock or omitted from payroll.

What Pay Practices Does the Lawsuit Challenge?

The lawsuit challenges alleged timekeeping and payroll practices that allegedly failed to record and pay all compensable work time. These alleged practices include manual edits to time records, failure to record or pay all on-call and after-hours work, automatic meal-period deductions when employees worked during meal breaks, and failure to pay overtime compensation for all hours worked over forty in a workweek.

Will I Have to Testify or Provide Documents?

It is possible that you may have to testify or provide documents, but many wage and hour cases rely heavily on employer payroll, timekeeping, scheduling, work-order, and personnel records. So, there may not be any need to testify or provide documents. However, certain documents in your possession – such as relevant paystubs, schedules, time records, work orders, emails, texts, handbooks, policies, or other case-related documents – may prove useful and thus may need to be produced.

How Long Will the Case Take?

Timelines vary. Wage and hour cases can take months or years depending on court scheduling, discovery, motion practice, settlement discussions, and how the defendant responds.

Contact: Brown, LLC – Wage and Hour Lawyers
Phone: (877) 561-0000

These are allegations only. No finding of liability has been made against WPM. The case will proceed through the legal process.

Active Cases

WP & M Real Estate Group, LLC (hourly-paid service and maintenance employees)

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