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Lawsuit Filed by Stueve Siegel Hanson LLP Against Bank of America for Alleged Failure to Pay Overtime Wages

In the Complaint, the employees allege that Bank of America failed to pay bank tellers and personal bankers for overtime worked. In particular, employees work more than forty hours in a work week, but instead of paying them overtime, Bank of America: (i) gives them "comp time," (ii) tells them not to record the hours worked over forty, and/or (iii) lowers or "modifies" the tellers' and personal bankers' recorded hours by eliminating any overtime hours. Also, the lawsuit alleges that Bank of America automatically deducts time for meal breaks; however, employees were routinely required to perform work during unpaid meal breaks (or were not able to take such breaks).

The failure to pay employees their earned overtime wages is in direct violation of the Fair Labor Standards Act (FLSA). The FLSA provides for recovery of unpaid overtime wages, an equal amount for liquidated damages, attorney's fees, and litigation costs. Back wages can be sought over either a two- or three-year period from the date the employee joins the case, depending on whether the violation is deemed willful. Both present and former employees of Bank of America, N.A. may participate in the case.

Further questions about the lawsuit should be directed to George Hanson of Stueve Siegel Hanson at 866-668-9241 or Brendan Donelon of Donelon, PC at 816-221-7772.

About Stueve Siegel Hanson LLP

Stueve Siegel Hanson LLP represents plaintiffs and defendants nationwide in wage and hour class and collective actions, complex securities, business, environmental, and product litigation and trials. Stueve Siegel Hanson employs results-based contingency fee billing - not hourly billing - to give clients the flexibility to pursue legal action even when that action wouldn't ordinarily be cost effective.

About Donelon, PC

Donelon, PC is a law practice focused primarily in complex wage and hour class action claims. Some of the more common wage and hour violations are: employees required to be at work "off the clock" without pay or paid "comp time" instead of OT; persons labeled as a "contract employee" and not paid any overtime; employers failing to pay the proper overtime rate for hours worked in excess of forty; employees misclassified as salary exempt when employees should be classified as non-exempt and paid overtime.

Stueve Siegel Hanson LLP
Kelly Dillman, 816-714-7127
dillman@stuevesiegel.com
www.stuevesiegel.com