Business litigation
Fair Labor Standards Act claims, defended from the employer's side
Overtime, misclassification and wage-hour records: Gegan Law Office in Tampa defends Florida employers when a worker says the Fair Labor Standards Act was violated.
Chapter 01
An overtime claim starts with a question about hours
The Fair Labor Standards Act is the federal wage and hour law, and the claims employers meet most often are overtime claims: a current or former worker says they put in more hours than they were paid for, or that extra hours were never paid at the right rate. Gegan Law Office defends the employer's side of those claims from its Tampa office. Edmund J. Gegan has been a litigator since 1994.
The first conversation is about facts rather than statutes. What did the job actually involve, who set the schedule, how were hours tracked and what did the worker say at the time? Those answers decide how serious a claim is and whether it should be settled or contested. The initial consultation is free, and the number to call is (813) 248-8900.
A vintage punch time clock and a rack of blank time cards on a painted back-room wall
Employee or contractor, exempt or non-exempt: the label is not the answer
Misclassification claims argue that a worker was labeled the wrong way: treated as an independent contractor when the working relationship looked like employment, or treated as exempt from overtime when the duties did not fit an exemption. A title on a form or a line in an agreement does not settle either question on its own. What the person actually did, day to day, carries the weight.
For a Florida business owner, that means looking honestly at how roles were set up, both before and after a claim arrives. Edmund will give you a straight read on where the exposure is, including when settling quietly is the better course than contesting the claim, and when a clear defense is worth fighting for.
Chapter 03
The records that decide the case: hours and per diems
In wage cases the paperwork often speaks louder than anyone's memory. Time records, schedules, payroll entries and the way per diems were calculated and paid can show what a worker was actually owed, or show that the claim does not hold up. Where records are thin or inconsistent, that becomes part of the problem, and it is better dealt with early than discovered late.
If you have received a demand letter or a complaint, keep everything exactly as it is. Bring the hours records, the pay records and any per diem policy to a free initial consultation at 1005 N Marion Street in Tampa, or start by calling (813) 248-8900 and describing what has arrived.
Gegan Law — Free initial consultation. Contacting the office does not create an attorney-client relationship. Call (813) 248-8900.