The Employment Lawyers at Brown, LLC have Recovered Tens of Millions of Dollars for Employees Nationwide:
We handle the following types of employment disputes – Please note almost all employee cases are taken on a contingency basis, meaning the firm is only paid if we win the case.
The employment lawyers at Brown, LLC have litigated employment disputes in most jurisdictions all over the country. We fight for the rights of employees and have tried employment and labor cases to verdict in both state and federal courts. We have recovered millions of dollars for our clients and have settlements and judgments for the maximum relief possible, although no result is guaranteed.
Our employment attorneys handle lawsuits involving improper pay, shorting of pay, off the clock work, sexual harassment, whistleblower, WARN, and many other employment-based rights. We understand that if you’re still working in a bad environment, that you may not be able to call during work hours, that is why we have a 24/7 hotline set up at 1 (877) 561-0000 to address your employment and labor questions day or night or on the weekends, when its most convenient for you. You can also email us using our online form. Most of the time if we take a case, we are only paid if we succeed, so there is no money or expenses up front. The call is free and confidential.
Brown, LLC focuses on bringing employment based class actions for wage and hour violations such as wage theft or shorting of pay against employers. When employers violate employment laws, they often do so against groups of similar employees at once. In those situations, class actions allow employees to vindicate their rights as a group, which is more efficient economically and creates strength in numbers.
Class actions can be based on wage theft, improper pay practices, unpaid overtime, or a variety of other actions that affect a pool of individuals who can collectively marshal their resources through Class Counsel and more effectively address the issue with the employer.
Labor Violations happen when the company violates the Labor Code. It is distinguishable from regular employment issues, since there is an actual Code that must be followed, in contrast to what is known as common-law. The Labor Code is quite clear in some areas such as parts of the Fair Labor Standards Act, which dictate that time and half must be paid to non-exempt workers who work over 40 hours a week, but it may be confusing in other portions where it discusses exemptions from overtime and their application to workers. When in doubt, it is best to have a candid discussion with employment counsel about the fact pattern to determine if there is a labor violation and whether it’s actionable. The Federal Labor Laws may act alongside the State Labor Laws and sometimes they may aggregate damages for an infraction. For example, you may be entitled to your actual wages paid back, double damages for the FLSA, and another multiplier for the state portion. So if you’re owed $1,000 of wages, it may become $2,000 with the FLSA double damages provision, another $1,000 under the state law for a total of $3,000 plus your attorney fees and costs paid by the employer!
Over the year companies have tried all sorts of ways to short employees pay. Some common problems are when the company makes the employee perform unpaid pre-shift work, unpaid post-shift work, always rounds down the time worked, doesn’t pay time and a half for overtime, works off the clock, misclassifies the worker as salaried and doesn’t pay any overtime, improperly computes overtime and a host of other issues. Employers continue to short employees out of the proper wages they are due because most state statutes go back only a few years, so if they cheat employees out of their wages for longer than that they feel like even if they are sued they’ve won. Did you know if you sue for a wage and hour violation you can possibly obtain double or triple damages depending on the state and have your attorney fees paid by the Defendant? Read more about Wage and Hour Violations.
The WARN Act protects groups of workers from abrupt layoffs. If the employer knows in advance that they are going to lay off a large quantity of workers, then the employees have rights to know as well so they can prepare for their future. If you were laid off in a mass firing and are confused by the statutes associated with federal and state WARN Acts, you are not alone. Your best strategy is to consult with an attorney at Brown, LLC and discover your rights. You may think that since the employer is out of business that there’s nothing that can be done, but we will examine every avenue of recovery for you.
Brown, LLC has a whistleblower team who advocate for employees who have been illegally retaliated against for reporting misconduct in the workplace, including discrimination and financial wrongdoing. The head of the firm is a former FBI Agent who understands how important it is to be discreet about these sensitive matters. Sometimes the identity of the whistleblower can be protected for some time before it is made known. In some cases like with an SEC whistleblower it may be possible to keep the identity of the whistleblower confidential from start to finish. A serious, but all too common fact pattern is when the employer is committing a fraud against the government such as Medicare Fraud or Medicaid Fraud by overbilling, billing for services it didn’t perform, filling in false information for payments, etc. If you have a whistleblower case you may lose your right to bring a case if you are too public with your concerns and further, some internal whistleblower hotlines may get you fired! There are some tricky statutes out there, so speaking with whistleblower counsel about how to proceed and educating your rights under the False Claims Act and various other whistleblower statutes is critical.
It is unlawful for an employer to discriminate based on race, religion, gender, sexual orientation, age, pregnancy, and some other categories as well. It is surprising, but an employer may lawfully “discriminate” based on non-protected reasons, and fire someone just for not liking them. We are interested in hearing from you if you believe you’ve been discriminated against at work and have strong proof or corroboration. Cases in which groups of individuals are paid less based on a characteristic may trigger certain litigation as well, such as rights under the Lilly Ledbetter Fair Pay Act. Some discrimination cases require the filing of a charge with the EEOC, which is extremely time sensitive. You should speak with an employment attorney right away if you think you’ve been wronged. Our firm is highly selective in taking discrimination cases. We rarely take discrimination cases where someone has a tight deadline to file the matter or has left their prior attorney. Our staff will vet your case to see if there is also a labor violation such as an FLSA case for overtime pay, or a viable whistleblower matter under the False Claims Act (FCA). We generally only litigate discrimination cases with “smoking guns” and try to obtain top value for the case, so when discussing the matter with our employment intake staff try to explain in detail what corroboration you have.
In recent years, individuals who have been sexually harassed have been much more articulate in coming forward and blowing open lawyers of toxic conduct from certain individuals and employers. Whether it’s the casting couch with Harvey Weinstein, sex with a supervisor, or marginalization of an individual because of their gender, our firm files certain high profile sexual harassment litigation, and some sex harassment cases we are able to covertly and discreetly resolve before we have to commence an action. We only litigate sexual harassment cases on a contingency basis, so we’re only paid if we win the matter for you, and consequently we’re highly selective about what we will handle.
There are many types of sexual harassment, such as Quid Pro Quo, where an employer conditions employment based on sexual favors. Other types of sexual harassment involve a hostile work place where there is a sexually charged atmosphere created that is inappropriate for work but may feel like Tinder. Many individuals feel trapped and succumb to the harassment because they need their employment and are afraid of losing their jobs. We offer free, confidential sexual harassment consultations about your rights and options, if you believe you are suffering from sexual harassment.
Brown LLC has attorneys that have been appointed Class Counsel in class actions resulting in millions of dollars of economic recovery for our clients. The litigation may seem complex, but we can simplify the process for you, explain your rights in a collective setting and try to maximize your recovery.
Contact Us for a Free and Confidential Consultation with our Dedicated Team of Employment Lawyers!
Any leading whistleblower law firm tackling the tens of billions of dollars stolen from the
FThe Anti-Kickback Statute, 42 U.S.C. § 1320a-7b(b) (the “AKS”), prohibits the payment of kickbacks in any
The False Claim Act, also referred to as the “Lincoln Law,” is a very well-known
The Small Business Administration (“SBA”) recently announced that it has identified over $80 billion in
The Health Insurance Portability and Accountability Act, commonly known as HIPAA, is intended to protect
100 Million Dollar Settlement Fund for Women Injured by a New Birth Control Product
Jason T. Brown was the first attorney in the country to file a battery of cases on behalf of women who sustained blood clots, such as deep vein thrombosis, pulmonary embolisms, strokes and death from a new Birth control Product. Jason T. Brown’s prior firm was on the PSC (Plaintiff Steering Committee) and served as liaison counsel in the state mass tort action. The firm is no longer accepting new cases.
Tens of Millions in Settlements for Mass Tort Injuries and Class Actions
$7 Million Plus Settlement for Consumer Fraud
$7 Million Dollar Commercial Litigation Settlement
Millions in Settlements for Women Injured by New Generation Hormonal Product
Women who sustained blood clots from a new Generation Hormonal Product received and continue to receive compensation for their injuries. Compensable injuries include Pulmonary Embolisms (PE), Deep-Vein Thrombosis (DVT), Strokes and Death. The firm is still investigating and accepting cases.
Nationwide $3.5 Million Settlement for Wage & Hour Class Action Case
Case brought on behalf of at home call center workers who were not paid for all their time worked including boot up time, technical time and other time. Workers were told by the company that boot up time which lasted 15 minutes or more was not paid because it was considered their commute to work. Fair Labor Standards Act (FLSA).
$3.2 Million Settlement for Wage & Hour Class Action Case
Case brought on behalf of workers who were misclassified as salaried exempt from overtime. The employer led employees to believe that they had to work unlimited hours over 40 without overtime compensation even though based on their job duties it was alleged they were entitled to overtime pay.
$2.4 Million Dollar Settlement for Wage & Hour Class Action
Lawsuit was brought as a class action on behalf of workers who worked in excess of 40 hours a week and were not paid overtime. The employer was forcing them to work “off the clock” for those hours and failed to pay proper overtime compensation.
$2 Million Dollar Settlement for False Claims Act (Whistleblower Case)
“$2 Million Dollar False Claims Act (FCA) Settlement – Unnecessary Services”
A case against GenomeDx was brought alleging violations of the False Claims Act (FCA) and the California Insurance Claims Fraud Prevention Act regarding unnecessary services such as the testing of tissues that did not need to be tested. The case resulted in a $350,000 whistleblower award.
$2 Million Dollar Settlement for Truck Accident Victim
Our firm was Of Counsel to a serious truck accident case involving a trucking accident with multiple injuries.
Nationwide $1.3 Million Judgment against Future Income Payments and Scott Kohn for Consumer Fraud
Scott Kohn and Future Income Payments conspired to defraud veterans out of their hard earned pensions by offering them loans at loanshark rates and claiming it was a “purchase” not a loan.
$1.7 Million Dollar Settlement for Wage & Hour Case
Misclassified employees under the FLSA were not paid overtime for hours worked in excess of 40. Due to a confidentiality agreement specific details are intentionally omitted.
Judgment with Maximum Damages for Employment Litigation
Judgment for misclassification under the FLSA including maximum damages under State and Federal Laws, plus an incentive fee for the lead plaintiff with attorney fees paid separately. The case involved a worker who was paid a day rate regardless of the amount of hours worked per day and per week.
Class Action Jury Trial
Workers alleged that they were misclassified according to their job duties. The Defendant claimed an administrative exemption under the FLSA and state law. Misclassification cases under the FLSA are the cases most often tried due to non-monetary considerations. Jury Trial lasted three weeks. Settlement offered in lieu of appeal.
Acquittal at Trial
Despite videotaped evidence that the prosecutor alleged incriminated the defendant, Mr. Brown was able to obtain an acquittal at trial for his client. Please note, that while we, the Brown, LLC will provide consultations in defense matters, the firm spends most of its time litigating complex litigation such as class actions, mass torts and catastrophic injuries.
Judgment with Maximum Damages for Wage & Hour Dispute
Wage & Hour dispute on behalf of hourly employees who were not paid time and a half for hours in excess of 40. Employees were granted double damages for all their time with attorney fees and costs paid separately.
Million Dollar Settlement for Wage & Hour Class Action Case
Workers were compelled to come into work 15 minutes early to set up, but were not paid for their set up time. Gap issues aside, workers received double damages for the time worked for 3 years’ worth of pay with attorney fees paid separately.
This is a non-exhaustive list of prior results and successes of Jason T. Brown and the Brown, LLC. Past results do not guarantee a similar outcome.
For more information about each award see Awards & Accolades – All cases involve Jason T. Brown and/ or Brown, LLC
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Results may vary depending on your particular facts and legal circumstances.