Customer Success Managers - Nationwide Collective Action Lawsuit against Verizon Connect
Call us (855) 442-8127
Affected Employees:
All Customer Success Managers (nation wide) who worked for Verizon Connect from 2021 through the present.
Lawsuit Allegations: Unpaid Overtime Violations
Plaintiffs allege that Verizon Connect encouraged Customer Success Managers to work more than 40 hours per week in order to make sales and meet key performance indicators (KPIs). Plaintiffs allege that Verizon Connect knew that Customer Success Managers worked more hours to make sales and meet key performance indicators, but Verizon discouraged reporting additional hours on their timesheets. Accordingly, Plaintiffs allege that Customer Success Managers were pressured:
to work before their scheduled shift
to work during their lunch break
to work after their scheduled shift
Verizon Connect’s time keeping system automatically recorded 8 hours per day with an automatic 1-hour lunch deduction. Verizon Connect allowed Customer Success Managers to work as many hours they needed to hit their sales goals and KPIs, but Verizon Connect discouraged Customer Success Managers from adding this additional time worked on their timesheets unless that overtime was pre-approved.
Lunch Breaks
Plaintiffs state that Verizon Connect required Customer Success Managers to work a nine-hour work day (ie. 8am-5pm) Monday through Friday. Over the course of the week, this schedule was 45 hours per week. That means that if a Customer Success Manager worked through some or all of their lunch breaks during the week, that period of time was overtime that should have been paid. Thus Verizon Connect owes overtime if a Customer Success Manager:
Worked through their lunch;
Took a phone call during their lunch break;
Took less than a full 1-hour lunch;
Ate at their desk while working.
We want to hear from you
If you are a current or former Customer Success Manager for Verizon Connect, we want to speak with you. We would appreciate 10 to 15 minutes of your time to discuss your work experience at Verizon Connect as part of our continuing investigation into the alleged wage violations by Verizon Connect. We are seeking to gather evidence in support of our position and corroborate facts about Verizon’s pay practices. We need to determine if the positions and job duties/requirements are similar, as well as to investigate and determine if the alleged unlawful pay practice at issue is pervasive and long standing at Verizon Connect.
To be clear, the purpose of this website is NOT to solicit you to join this lawsuit, or to advertise our firms. Rather, we are reaching out to you to determine what your experience has been and to determine if it is similar to what our clients say in this case.
We would appreciate the opportunity to discuss this case with you, and we can make ourselves available day or night.
Call us (855) 442-8127
If you would like to discuss your work experience submit the form below.
Feldman Legal Group
6916 W. Linebaugh Avenue, Suite 101
Tampa, Florida 33625
Williams Law P.A.
123 18th Avenue N. Unit A
Jacksonville FL, 32250
Our Experience
Mitchell L. Feldman of the Feldman Legal Group and Benjamin L. Williams of Williams Law P.A. have represented thousands of sales representatives in similar cases across the county. They have successfully represented inside sales professionals against some of the largest employers including: Sage Software; Partsbase, N3 and Accenture, Verizon Connect, Fleetmatics, Fleetcor, Discrete Wireless/Nextraq. They also handled similar claims against Burger King, Tire Kingdom, Tires Choice, Avis-Budget, Hertz, Marketsource, American Honda, Lowes Home Centers, JW Logistics, Cubesmart and Granite Telecom.
Anti-Retaliation
Verizon Connect Cannot Fire or Retaliate against You for Talking With Us.
"The FLSA also makes it unlawful to retaliate or discriminate against any person or employee who makes a claim for overtime wages, including participating in any class or collective action to recover overtime wages."
Communication Authorization
The law, and First Amendment to the United States Constitution permits attorneys in FLSA class/collective actions to communicate in this form with the class members (current and former employees) before certification. See Cooper v. E. Coast Assemblers, Inc., 21 Wage & Hour Cas. 2d (BNA) 152: January 2013.