Lozano Claims Adjusters
This case is brought by Sheri Mosley, a former Lozano insurance adjuster, who was employed by Lozano Insurance Adjusters, Inc. The lawsuit alleges that the Defendants improperly classified her and other insurance claims handlers as independent contractors when they were actually employees. The lawsuit alleges that as a result of the misclassification, Defendants violated state and federal law by failing to pay Ms. Mosley and other insurance claims handlers overtime wages that should have been paid to employees, by requiring Ms. Mosley and other insurance claims handlers to pay Defendants’ expenses such as the employers’ share of taxes, and by failing to provide Ms. Mosley and other insurance claims handlers with the benefits provided to other employees. This case seeks to compel Defendants to pay Mosley and other insurance claims handlers their back wages and an equal amount of liquidated damages and pay them back for the expenses they incurred as a result of the misclassification. Click here to read the complaint.
If you worked for any of the Defendants as an insurance claims handler in any of the departments (CAT, desk adjuster, appraisal, litigation, etc.) at any time since April 3, 2016, you can join this case to recover back wages and liquidated damages. To have your federal overtime wage claims included in the case, you must file a consent to sue. You can fill out a Consent to Sue and return it to Getman, Sweeney & Dunn. We will file it with the court on your behalf. You can find the Consent to Sue form here.
This case was filed in the Middle District of Florida court, Jacksonville Division.
How to Join this Case
If you have also worked for this defendant you can join this case by downloading and filling out the Consent to Sue form and faxing, emailing, or mailing it to Getman, Sweeney & Dunn. You need the free Acrobat Reader installed to view the form.
Update Regarding Notice Period Close, Upcoming Mediation: October 28, 2019
To date, more than 65 people have joined the case.
The deadline for class members to join the case is next Tuesday, November 5. After that date, Defendants have seven days to provide wage-and-hour data for the people who have joined. Plaintiffs then have 30 days to present a settlement demand to the Defendants.
A mediation is currently scheduled for Tuesday, January 28 in Tampa, FL.
Update: September 6, 2019
Notice of the Collective Action Lawsuit was granted on September 5, 2019 (read order here) and our office has mailed it out today.
The FLSA Notice can be viewed here.
Post-Mediation Update: August 5, 2019
To date, we have received 26 consents to sue – thank you!
Counsel for Plaintiffs and Counsel for Defendants met on Monday, July 29, 2019 in Tampa, FL where the parties discussed potential settlement of the claims. Although the parties did not settle, they agreed to continue settlement discussions as well as to a process designed to try to settle the claims in the case before continuing with litigation.
The proposed schedule for the process is as follows:
- By August 8, 2019, the Parties shall file a joint motion to send FLSA notice to the Individuals who worked for Lozano Claims Adjusters in Florida as licensed insurance claims adjusters and who were classified as independent contractors, paid a day rate for their work, and not paid overtime wages for hours worked more than 40 in a week between April 4, 2016 and the date of final judgment in this matter.
- Within seven days of the Court’s Order approving the notice and process, Defendants will provide Plaintiffs’ counsel with the FLSA Collective members’ names and contact information; seven days after receiving the Notice List, Plaintiffs shall send the notice to the FLSA Collective members.
- FLSA Collective Members shall have 60 calendar days from the issuance of notice to join their claims to the action.
- Within seven days of the end of the Notice Period, Defendants shall provide Plaintiffs’ Counsel with certain agreed upon data needed to determine individual FLSA Collective members’ damages.
- Within 30 days of receiving the complete Settlement Data, Plaintiffs shall present a settlement demand to the Defendants and the parties shall schedule a mediation to resolve the claims in the case.
- Within ten days of the conclusion of the mediation, the Parties shall report the results of the mediation to the Court.
The Court approved the Parties’ proposed schedule today. You can view a copy of the proposed schedule here.
Please continue to check the website for future updates.
Answers to Common Questions - Posted May 28, 2019
Which employees can be part of this lawsuit?
All persons who have worked for Lozano Insurance Adjusters, Inc. in Florida as insurance claims handlers since April 4, 2016, who were classified as independent contractors and paid a day rate for their work.
What work locations are covered by this lawsuit?
The claims in this lawsuit cover Lozano Insurance Adjusters, Inc.’s Florida worksites.
What claims are covered in this case?
The lawsuit at present covers claims for overtime pay under the federal Fair Labor Standards Act (“FLSA”) and under Florida state law. The specific violations claimed are that Defendants misclassified Insurance Adjusters as independent contractors and failed to pay them overtime wages, and for all hours worked and required them to incur expenses that the Defendants are required to pay.
What damages are sought?
Damages sought under the FLSA include back overtime pay, an equal amount of liquidated damages, attorneys’ fees, and any costs of litigating the case. Damages for the Florida state law claims include reimbursement for expenses.
Do I have to pay to join the case?
No. The attorneys are handling this case on a contingent basis and will only be paid when we win through a settlement or final judgment. Under both the FLSA, when plaintiffs win an overtime case, defendants must pay the plaintiffs’ costs and attorneys’ fees.
Can Lozano Insurance Adjusters, Inc., Frank or Lissette Lozano, or Anchor Insurance Holdings, Inc. fire me or take action against me for joining the case?
The law prohibits retaliation for joining an overtime lawsuit. If any employee suffered retaliation, Defendants would be liable for additional monetary damages and may suffer criminal penalties.