About This Case
Is This Case About You?
This page is for current and former Vanguard Utility Services employees who received notice of this lawsuit and want to understand whether the allegations may apply to their own employment.
Who This Case Covers
Current and Former Vanguard Employees
This lawsuit is brought on behalf of current and former employees of Vanguard Utility Services, Inc. who were not paid overtime wages as required by the Fair Labor Standards Act. If you worked for Vanguard and were not paid at least one-and-one-half times your regular rate for hours worked over 40 in a workweek, the allegations in this complaint may apply to your employment.
The Allegations
The Complaint Alleges That Vanguard…
Required or Permitted Employees to Work More Than 40 Hours Per Week
The complaint alleges that Vanguard regularly required or permitted its employees to work in excess of 40 hours per workweek, including time spent traveling between job sites, pre-shift preparation, post-shift work, and other compensable time.
Failed to Pay the Required Overtime Rate
The complaint alleges that Vanguard did not pay employees at the legally required overtime rate of one-and-one-half times their regular rate of pay for all hours worked over 40 in a workweek, in violation of 29 U.S.C. § 207.
Manipulated or Underreported Hours
The complaint alleges that Vanguard manipulated time records, pressured employees not to record all hours worked, or otherwise caused employees' compensable time to be underreported, resulting in systematic underpayment of overtime wages.
Willfully Violated the FLSA
The complaint alleges that the violations were willful — meaning Vanguard knew or recklessly disregarded that its pay practices violated the FLSA. A finding of willfulness extends the statute of limitations to three years and may entitle employees to additional liquidated damages equal to the amount of unpaid wages.
Help Us Understand the Full Picture
Your Experience Matters
We are continuing our investigation into Vanguard's pay practices. We want to understand whether the conduct alleged in the complaint occurred across all geographic areas and states where Vanguard had employees, and whether it continued throughout the three-year period covered by the lawsuit.
If you worked for Vanguard and have information about how overtime was tracked, recorded, or paid — or if you experienced any of the practices described in the complaint — we encourage you to contact us and share your experience. Your information is confidential and helps build the factual record in this case.
Questions?
Not Sure Whether This Applies to You?
Eligibility depends on the specific facts of your employment — your job title, how your hours were tracked, how you were paid, and when you worked for Vanguard. If you have questions, the best step is to contact us directly. There is no cost and no obligation to speak with us.
Your employer cannot retaliate against you for contacting us.
Federal law prohibits Vanguard from firing, demoting, disciplining, or otherwise retaliating against you because you inquired about this case or asserted your rights under the FLSA. See the Case Information page for more on your anti-retaliation protections.
Want to Share Your Experience?
Contact us to speak with an attorney about your employment at Vanguard. All communications are without any obligation to participate in this case, and the purpose of speaking is not to ask you to make a claim or join this case. Ten to 15 minutes of time is all we ask.