Los Angeles Labor Law Firm, Blumenthal, Nordrehaug & Bhowmik Files Suit Against Cogent Communications for Allegedly Failing To Pay Overtime Pay to Account Managers – Los Angeles Wage & Hour Claims Attorneys Blumenthal, Nordrehaug & Bhowmik

by Norman B. Blumenthal on August 22, 2013

call centerThe Los Angeles Labor Law firm of Blumenthal, Nordrehaug & Bhowmik, continues to pursue Cogent Communications to make them accountable to their Account Managers for overtime pay.  According to the class action lawsuit, Valverde v. Cogent Communications, Inc., Cogent allegedly routinely misclassified its Account Managers as administrative workers to exempt them from coverage under California Labor Laws and the Fair Labor Standards Act (FLSA), even though the work they performed – cold calling potential customers, maintaining existing customer relationships, completing service requests, and acting as a liaison – was at the direction of Cogent’s established procedures and protocols.  According to the Fair Labor Standards Act and California Labor Law, workers who work in excess of 40 hours per week or 8 hours per day are payable at one and a half times their regular hourly pay rate.  The lawsuit, Case No. 113CV239322, is currently pending in the Santa Clara County Superior Court for the State of California.

Cogent is one of the world's largest Internet Service Providers serving 180 markets in 36 countries.  The company offers on-net internet access services exclusively through its own facilities and is headquartered in Washington, D.C.

If you are an Account Manager/Executive working for any company and are not being paid overtime, call an experienced Los Angeles labor attorney today at Blumenthal, Nordrehaug & Bhowmik at (310) 981-3918.  Blumenthal, Nordrehaug & Bhowmik is a California employment law firm with offices located in San Diego, San Francisco and Los Angeles. The firm dedicates its practice to contingency fee employment law work for issues involving misclassification as a salaried worker exempt from overtime, failure to pay vacation wages, misclassification as an independent contractor, off-the-clock work, wrongful termination, discrimination and other California labor laws.

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