Dollar Tree Off-the-Clock Lawsuits

Several class/collective action lawsuits have been filed throughout the United States, seeking unpaid wages and overtime compensation on behalf of current and/or former Assistant Store Manager employees of Dollar Tree and Deal$ Stores. Plaintiffs' counsel in the lawsuit are Andrew Frisch, Angeli Murthy and Richard Celler of Morgan & Morgan, P.A. and Gregg Shavitz and Keith Stern of Shavitz Law Group. The attorneys can be reached by calling (877)MORGAN-LAW or completing the form on the right.

The lawsuits are brought on behalf of all current and/or former ASMs of Dollar Tree Stores, Inc. who are currently employed or were previously employed at any time from July 15, 2008 through the present. The Complaints all allege that Dollar Tree Assistant Store Managers performed off-the-clock work and were not compensated for that time. Specifically, the Assistant Store Managers allege that they were not paid for all work time, because Dollar Tree required them to work through mandatory 30 minutes lunch breaks and failed to pay them for time spent making daily bank deposits after their stores had closed for the day. The Complaints allege that Dollar Tree failed to pay each Assistant Store Manager at least minimum wages and/or their regular hourly rates for such work time. Additionally, because the inclusion of these hours would have resulted in work hours in excess of 40 hours per week in many instances, the Complaints also allege that Assistant Store Managers are entitled to overtime compensation at the rate of time and one-half for all hours worked over 40 hours in a week.

The Plaintiffs in all of the cases allege that Dollar Tree engages in systematic companywide practices whereby it requires Assistant Store Managers to punch out for a mandatory 30 minute break, despite the fact that they rarely if ever get 30 minutes of uninterrupted break time. The Plaintiffs also allege that many Dollar Tree Stores fail to properly compensate Assistant Store Managers for making end-of-the-day bank runs.

Under Federal wage and hour laws, employees must be completely relieved from duty for the purposes of eating regular meals for the entire break, or an employer is not entitled to treat such time as break time and must pay the employees for such time. Employers must pay employees for "breaks" if the employees are required to perform any duties, whether active or inactive, while eating or otherwise on their "breaks." For example, an office employee who is required to eat at his desk or a retail store employee who is required to be a many a cash register during their "break" is working and must be paid for such work time.

Copies of the Complaints are available by clicking:

Young v. Dollar Tree Stores, Inc.
Bland v. Dollar Tree Stores, Inc.
Horton v. Dollar Tree Stores, Inc.
Smith v. Dollar Tree Stores, Inc.

If you are a current or former Assistant Store Manager employee of Dollar Tree or Deal$ with concerns about your own experiences with the company, complete the form on the right to share these concerns with the attorneys pursuing the case on behalf of current and former Assistant Store Manager employees.

The law firm of Morgan & Morgan, P.A., which filed the lawsuits on behalf of current and former Assistant Store Manager employees of Dollar Tree, is one of the largest plaintiff's law firms in the country. Since its inception in 1988, the firm has expanded to include 12 office locations, more than 180 experienced attorneys and a support staff in excess of 1000 employees. Its success is deeply rooted in the firm's mission to represent the people, and not the powerful, a motto which has garnered the firm nationwide recognition. In regard to labor and employment cases, the firm's wage and hour team remains committed to protecting the rights of workers who had their employment rights violated, through the denial of overtime or otherwise, and has built an enviable track record of results, which includes a $10,000,000 wage and hour recovery.

There are state and federal laws in place to protect employees from unfair, abusive, and unlawful labor and wage practices. Further, the law strictly prohibits an employer or former employer from retaliating against its employees and/or former employees for pursuing their right to be paid in accordance with state and federal wage and hour laws. If you have questions or want more information about Morgan & Morgan, P.A., please call (877)MORGAN-LAW or visit the firm's website at www.forthepeople.com, or complete the form on the right.