Earlier this week, Steffans Legal filed a statewide class action in Berkshire County Superior Court against MetLife. We are partnering with Connor & Morneau on this matter. In Girard v. MetLife, Inc. et al., we’ve alleged that MetLife violated Massachusetts wage and hour laws in five separate respects.

First, we’ve alleged that MetLife failed to pay its property and casualty specialists overtime for all hours worked over forty in a workweek. According to the Massachusetts Overtime Act, employers must pay employees overtime unless they satisfy certain narrow conditions. We believe MetLife has not met these conditions and, as a result, these employees should have been paid overtime.

Second, we’ve alleged that MetLife violated the Massachusetts Minimum Fair Wages Act by failing to compensate these employees at the minimum wage rate for all hours worked. According to the Massachusetts Minimum Fair Wages Act, employers must pay employees at least minimum wage for all hours worked unless they satisfy certain requirements. We believe MetLife has not met these conditions and that it violated the Massachusetts Minimum Fair Wages Act as a result.

Third, we’ve alleged that MetLife violated the Massachusetts Wage Act by failing to reimburse employees for ordinary business expenses, like rent for offices, internet access, and office expenses. The Massachusetts Wage Act prohibits employers from requiring employees to pay for ordinary business expenses. MetLife violated that prohibition as it relates to these employees.

Fourth, we’ve alleged that MetLife violated the Massachusetts Wage Act by deducting non-health insurance premiums from employee wages. Massachusetts law strictly governs what an employer can and cannot deduct from employee wages. In this instance, we believe MetLife’s practice of deducting non-health insurance premiums from employee wages violated the Massachusetts Wage Act.

Fifth, we’ve alleged that MetLife violated the Massachusetts Wage Act by failing to compensate its employees for transportation expenses in violation of Massachusetts law. As we’ve written about here, Massachusetts law requires employers to compensate employees for transportation expenses when they are required to drive personal vehicles during their workday.

If you have questions regarding this litigation or about minimum wage, overtime, expense reimbursement, unlawful payroll deductions, or mileage reimbursement please contact an employment attorney today for a free consultation. Steffans Legal has extensive experience representing employees across Massachusetts in similar claims and has successfully recovered damages on their behalf.