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Employee Rights & Overtime

Overview

Walmart recently adjusted certain Spark drivers’ earnings through tip adjustments, raising concerns that drivers were not paid correctly. California Spark drivers are also receiving notices that they’re eligible for a healthcare subsidy under Proposition 22 that they did not receive. Walmart is belatedly requiring drivers to submit proof of health insurance to receive a healthcare subsidy that may already be guaranteed to them under the law.

Zimmerman Reed stands up for the rights of Spark and other gig drivers who have been wrongfully compensated. We have already helped thousands of gig workers recover the compensation they deserve.

If you are a Spark driver who recently received a tip adjustment or notice about a healthcare subsidy from Walmart, you may be entitled to receive additional compensation. Fill out the free case review form below to see if you qualify.

Proven Track Record

Zimmerman Reed has helped gig drivers before and, at no cost, can help you determine if you have a claim.

We’ve Helped Gig Drivers Pursue Arbitration.

At Zimmerman Reed, we have experience representing thousands of gig drivers through the arbitration process.

Ready for Some Answers?

When you work with Zimmerman Reed, we’ll provide a free, confidential case review. Employers can’t retaliate against you for speaking with a lawyer or for trying to protect your legal rights. There is no commitment or cost for the case review. Then, if we agree to work together on your case and we recover money for you, we’ll be paid a percentage of the total amount you receive.

If you have any questions, just fill out the contact form and one of our experienced attorneys will be in touch with you shortly.

Free Case Review Form Below
Free Case Review Form Below

Amazon Flex drivers are challenging Amazon

Amazon Flex Drivers are claiming that Amazon led them to believe that they would be truly independent workers – not subject to the direction and control of the company.

However, Amazon Flex Drivers are required to follow all the rules and are treated in virtually every respect as employees – except they don’t get benefits like overtime, sick days, health insurance, and reimbursement for expenses.

Zimmerman Reed stands up for the rights of gig drivers who were wrongfully misclassified as independent contractors and has already helped thousands of gig workers receive compensation they deserve.

Ready for your no obligation, free, and confidential case review? Fill out the free case review form below.

Proven Track Record

Zimmerman Reed has helped gig drivers before and, at no cost, can help you determine if you have a claim for reimbursements of business expenses (such as insurance, gas, and maintenance costs of your vehicle), improper wage deductions, and damages as a result of misrepresentation and unfair business practices.

Why do employers misclassify workers as “independent contractors”?

Independent contractor misclassification is widespread and it’s illegal. Employers will frequently misclassify workers as “independent contractors” to avoid paying certain expenses, including insurance and worker compensation coverage, and certain employer taxes. Drivers allege that the employer requires them to pay for their own expenses. But at all times, the employer had absolute control over the fares and fees charged and could terminate a driver without notice.

We’ve helped rideshare drivers hold their employers accountable in court.

At Zimmerman Reed, we have helped rideshare drivers before. We have represented thousands of Uber and Lyft drivers in individual arbitrations alleging the same misclassification violations. Drivers will have to bring their claims through individual arbitration as well.

Ready for some answers?

When you work with Zimmerman Reed, we’ll provide a free, confidential case review. Employers can’t retaliate against you for speaking with a lawyer or for trying to protect your legal rights. There is no commitment or cost for the case review. Then, if we agree to work together on your case and we recover money for you, we’ll be paid a percentage of the total amount you receive.

If you have any questions, fill out the contact form, and one of our experienced attorneys will be in touch with you shortly.

Free Case Review Form Below
Free Case Review Form Below

Gig workers are challenging employers

Gig drivers are claiming the employers led them to believe that they would be truly independent workers – not subject to the direction and control of the company.

Drivers are required to follow all the rules and are treated virtually in every respect as employees – except they don’t get any of the benefits like overtime, sick days, health insurance, and reimbursement for expenses.

We will stand up for the rights of drivers who were wrongfully misclassified as independent contractors and help you receive the compensation you deserve.

You’re Not The Only One

We have helped drivers before, and, at no cost, can help you determine if you have a claim for reimbursements of business expenses (such as insurance, gas, and maintenance costs of your vehicle), improper wage deductions, and damages as a result of misrepresentation and unfair business practices.

Why do employers misclassify workers as “independent contractors”?

Independent contractor misclassification is wide-spread and it’s illegal. Employers will frequently misclassify workers as “independent contractors” to avoid paying certain expenses, including insurance and worker compensation coverage, and certain employer taxes. Drivers allege that the employer requires them to pay for their own expenses. But at all times, the employer had absolute control over the fares and fees charged and could terminate a driver without notice.

We’ve helped rideshare drivers hold their employers accountable in court.

At Zimmerman Reed, we have helped rideshare drivers before. We represented hundreds of Uber drivers in individual arbitrations alleging the same misclassification violations. Drivers will have to bring their claims through individual arbitration as well.

Ready for some answers?

When you work with Zimmerman Reed, we’ll provide a free, confidential, case review.

Employers can’t retaliate against you for speaking with a lawyer or for trying to protect your legal rights. There is no commitment or cost for the case review. Then, if we agree to work together on your case and we recover money for you, we’ll be paid a percentage of the total amount you receive.

If you have any questions, fill out the contact form, and one of our experienced attorneys will be in touch with you shortly.

Free Case Review Form Below
Free Case Review Form Below

Gender Pay Gap: It’s Real

Women continue to get shortchanged an average of 20 cents for every dollar paid to their male counterparts. Women deserve fair pay.

Recently female workers at Google sounded the alarm on their wage gap, alleging they were paid less than men doing the same jobs. In a similar case, three female Microsoft employees have come forward to hold their employer accountable for gender wage bias. According to Forbes, some of the top 10 industries with the biggest gender wage differential are:

  • Finance and Insurance
  • Public Administration
  • Professional Services
  • Health Care and Social Assistance
  • Information Technology
  • Retail
  • Management of Companies and Enterprises
  • Utilities

Our legal team is committed to helping women enforce their right to fair pay and eliminate gender-based wage discrimination. There are laws in place requiring that men and women earn equally for the same or substantially similar work – and not biased based on gender. This extends beyond wage rates to include bonuses and other benefits.

If you are getting paid less than your male colleagues, we can help you understand your rights. Fill out a free case review form or call 800.887.8029 to speak with a legal professional.

Employees Challenge HPE’S Pay Inequity

Zimmerman Reed represents women who worked at Hewlett Packard Enterprise (HPE) and are challenging this employer in court, claiming gender-based pay discrimination. The lawsuit is seeking class action status to recover lost wages on behalf of all current and former female employees working at HPE in California anytime from 2016 to the present. We are helping women affected – join the movement and take action by filling out a a free case review form.

Women Speak Up Against Unfair Pay

Recently female employees at Google sounded the alarm on their wage gap, alleging they were paid less than men doing the same jobs. In a similar case, three female Microsoft employees have come forward to hold their employer accountable for gender wage bias. These are but two examples. According to Forbes, some of the top 10 industries with the biggest gender pay gaps are:

  • Finance and Insurance
  • Public Administration
  • Professional Services
  • Health Care and Social Assistance
  • Information Technology
  • Retail
  • Management of Companies and Enterprises
  • Utilities

California Takes the Lead in Holding Companies Accountable for Fair Pay

California expanded its Fair Pay Act in 2016 by eliminating some of the barriers that made it difficult for women to bring gender pay gap claims. In California, female employees can now bring an initial case based on doing “substantially similar” work as their male colleagues, regardless of location.

An employee who files a successful civil action under the California Fair Pay Act may recover up to twice as much as the wage difference plus interest. The law also prohibits retaliation against employees who seek to enforce their rights under the Fair Pay Act.

Gender Pay Gap Helpful Links

I’m Getting Paid Less. Now what?

If you believe your employer is paying you less than your male colleagues for substantially similar work, the time to act is now. Please fill out a free case review form to speak with a legal professional. All information you submit will be kept confidential. It is illegal for your employer to retaliate against you for speaking with a lawyer or trying to protect your legal rights.

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We are not currently seeking new clients.

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