Milonic JavaScript Menu is only visible when JavaScript is enabled
DMI home

FLSA Boom Continuing in Florida, and Spreading

A friend recently sent me some statistics on FLSA filings in federal court. They confirm what many employment law practitioners have observed -- that the boom in Fair Labor Standards Act litigation that started several years ago in Florida is continuing, and is spreading to other parts of the country. 


In 2010, 6,785 FLSA cases were filed in federal courts nationally.  Based on 2011 figures, it appears that this number will be about 6,900.  About 2,200 of those cases will be filed in Florida, representing about 32% of the national total, about the same percentage as in 2010.


Roughly the same number of FLSA cases were filed in Florida federal courts in 2008.  But in 2008, Florida’s share of FLSA cases was nearly 45%. 


The increase in federal FLSA filings is occurring in other states, as plaintiffs’ lawyers have figured out that employers frequently violate the FLSA, and that plaintiffs are entitled  to attorney’s fees if they prevail.  These two factors, combined with the expense of litigation in federal courts, make early settlements the usual method of resolving FLSA cases, especially single-plaintiff cases where the alleged damages are modest.  Settlements breed more litigation.  And the beat goes on.


One trend that is not revealed in the federal statistics is the practice of filing FLSA lawsuits in state court.  I have seen more of this in the last year, as plaintiffs’ lawyers have grown weary of trying to justify their fees to federal judges.  (In the Eleventh Circuit, as in most jurisdictions, FLSA settlements that involve the compromise of a claim have to be approved by a judge or the U.S. Department of Labor.)  Plaintiffs’ lawyers reason, with justification, that it is easier to have a settlement approved by a state court judge.  Defendants often benefit as well from settling the case in state court.  For example, several federal judges won’t approve FLSA settlements that require confidentiality.  I’ve not yet heard of any state court judge that has rejected an FLSA settlement for this reason, or for any other reason.


Will all of these trends continue in 2012?  In a word, yes.  I see nothing on the horizon that will slow them down.


The Florida Employer

Reporting employment and immigration law developments that affect Florida employers.

Search The Florida Employer's blog

« April 2014
Michael W. Casey III, Kevin E. Vance, Mark J. Beutler, and Teresa M. Maestrelli practice labor and employment law, with a particular focus on labor and employment litigation, including Title VII, ADEA, ADA, Florida Civil Rights Act, and whistleblower claims, as well as non-compete litigation, in state and federal trial and appellate courts in Florida and throughout the United States. They also represent employers before the National Labor Relations Board (NLRB), the National Mediation Board (NMB), the U.S. Department of Labor, including the Wage and Hour Division and the Occupational Safety and Health Administration (OSHA), the Equal Employment Opportunity Commission (EEOC), and various state and local agencies, as well as in arbitrations, collective-bargaining negotiations and union representation elections. Hector A. Chichoni practices in the area of US and global immigration law. He chairs Duane Morris's Florida Immigration Practice. The editors of Chambers USA 2010 also selected Mr. Chichoni as a "Leader in the Immigration Field." He has represented a vast number of corporate and individual clients throughout his career ranging from premier US health care organizations, Fortune 100 and Fortune 500 companies, multinational corporations and universities to doctors, professors, researchers and students. His international experience includes handling matters relating to export controls and global corporate compliance and business transactions. He has represented clients in a wide variety of cases before the US Immigration Court.
© 2009- Duane Morris LLP. Duane Morris is a registered service mark of Duane Morris LLP.
The opinions expressed on this blog are those of the author and are not to be construed as legal advice.