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Red Robin Employee Lawsuit Attorneys

Are you a current or former employee at a Red Robin casual dining restaurant? Did your employer force you to perform work off the clock or otherwise denied you the wages you earned? If so, the attorneys of Williams Hart want to hear from you right away. You could be owed compensation for the services you performed as an employee, and our experienced team of trial lawyers are ready to help you get it. Time is limited to take legal action, so call us as soon as possible.

Red Robin Gourmet Burgers and Brews (more commonly and casually known as simply Red Robin) is a chain of 572 casual dining restaurants with company-owned locations in 39 states as well as 89 franchised locations in 16 states in the U.S. Red Robin merged with the Snyder Group in 2000, and Snyder took Red Robin public in 2002.

After Red Robin went public, workers claimed that many restaurants became understaffed, and employees had their scheduled hours cut. Even worse, the workers claim that Red Robin management forced them regularly to clock out but keep working without pay. Yet, public records indicate that during the same time period, Red Robin increased executive compensation substantially.

One former Red Robin employee has already filed a collective-action lawsuit in the United States District Court for the Southern District of Texas in Houston. Red Robin employment policies seemingly affected all areas of the restaurant, from servers to bartenders.

If you are a current or former Red Robin employee who believes that the company denied you fair wages, Williams Hart wants to hear from you. Time is limited to take action, so contact us right away.

Our firm understands the ways that Red Robin has deprived employees of hundreds or even thousands of dollars because of unlawful practices and we can fight to help you recover all of the compensation you are entitled to. Call (713) 230-2200 or contact us online to receive a free consultation.

Do I Need A Lawyer?

You will want to have an attorney because they are going to be able to review all of the specific aspects of your case to help you understand exactly what you could be entitled to. A lawyer will be able to help you determine if it is in your best interest to join a class action or possibly file an independent lawsuit.

It is going to be vital for you to talk to an attorney before you talk to an insurance company representing Red Robin. An insurer knows that many employees are not aware of their rights, and it tries to quickly have these employees agree to settle their cases without trial.

In most cases, the insurance company will offer to pay a settlement amount that is usually nowhere near what the employee is actually entitled to. Some employees quickly accept these offers because it seems like free money, but it often involves sacrificing the right to take legal action to pursue a more significant award.

When you have a lawyer, they can deal with an insurance company for you. They are also going to be able to help you file any claims that you need to have in order by their legal deadlines.

Why Choose Williams Hart To Handle My Case?

Williams Hart has been serving clients nationwide since 1983. Our firm makes it a point to be available 24 hours a day, seven days a week, 365 days a year.

In 2009, Williams Hart partners John Eddie Williams, Jr., Jim Hart, and John Boundas were named Super Lawyers by Law and Politics magazine. John Eddie Williams, Jr. is both certified in personal injury trial law by the Texas Board of Legal Specialization.

Jim Hart received an AV Preeminent rating from Martindale-Hubbell in 2017, a peer rating denoting the highest level of professional excellence. Thomson Reuters named John Boundas a Super Lawyers every year from 2009 to 2015.

The main reason you want to pick Williams Hart to handle your case is that we represent people on a contingency fee basis. In other words, you will not have to pay us anything until you receive a monetary award.

Collective Action Against Red Robin

The legal action against the defendant, Red Robin International, Inc. was originally brought by Zachary Frisby and on behalf of other similarly situated plaintiffs in accordance with the Fair Labor Standards Act (FLSA). The complaint alleges that Red Robin failed to pay the plaintiff and other similarly situated employees overtime wages for hours worked in excess of 40 hours per week. It also alleges that employees were required to perform work off the clock for Red Robin’s benefit.

The complaint, filed in the United States District Court for the Southern District of Texas, Houston Division, alleges that the plaintiff, both as a server and a server/shift supervisor, was required to clock out but still perform additional work. This extra work consisted of cleaning tables in assigned areas, sweeping, restocking, rolling silverware, cleaning the kitchen, changing lightbulbs, and performing other tasks for the benefit of the defendant.

The employee states that he typically worked more than 12 hours off the clock every week. Other similarly situated non-exempt employees who were servers, bartenders, and other positions were also not paid overtime and were expected to perform duties off the clock. These individuals were employed at such locations as Red Robin Katy, Red Robin The Marquee, Red Robin Baybrook Mall, Red Robin Pearland, Red Robin Pasadena, and Red Robin Westchase.

Forcing employees to work off the clock and without pay is a clear violation of FLSA policy. FLSA is the federal law establishing minimum wage and overtime pay eligibility. Under FLSA, all covered, nonexempt employees must be paid at least the federal minimum wage for each hour worked and receive overtime pay at one and one-half times the employee’s regular rate of pay for all hours worked over 40 in a workweek. The defendant knowingly, willfully, or with reckless disregard of FLSA policy carried out this illegal pattern and practice, and it is believed to be a corporate policy. At a minimum, it seems to be standard practice across companies run by the defendant, Red Robin International, Inc.

What does this mean for you, if you were a server, bartender, shift supervisor, assistant manager, or another employee at a restaurant run by the defendant? You could be eligible to participate in a collective action to hold the company accountable for its failure to pay you for overtime and requiring you to work off the clock. Red Robin International, Inc. violated sections of the FLSA and willfully acted to deny you the fair wages you should have been paid. As a result, you have the right to seek relief in the form of:

  • Unpaid back wages at the applicable overtime rate
  • Pre-judgment and post-judgment interest at the highest rates allowed by law
  • Further financial relief as necessary and appropriate

By taking legal action against Red Robin International, Inc., you could recover wages that you rightfully earned and can send a message to the company and other companies that all employees deserve to be paid fair wages according to the law. There is no cost to you to join this action, and together, we can hold the company accountable for their willful failure to pay you in accordance with the FLSA.

Who is eligible to take legal action?

Any employee of Red Robin who believes that they were not paid their fair wages or who knows they were asked to perform work off the clock could be eligible for compensation. This includes:

  • Servers/waitstaff
  • Bartenders
  • Shift supervisors
  • Assistant managers
  • Others

If you were an employee of a Red Robin casual dining restaurant, the attorneys of Williams Hart want to speak to you. You could be owed significant compensation, and we’re ready to evaluate your case and help you get the fair wages you are owed.

Am I eligible for overtime pay?

In general, the threshold for overtime is any hours worked over 40 hours per workweek. If you were a non-exempt employee (which typically covers most hourly workers and salaried workers below a certain pay and responsibility level) you are likely eligible to receive overtime pay for duties performed over that threshold. Overtime pay is typically time and one-half the employee’s “regular hourly rate”.

What is considered to be “work”?

Any job-related activities that benefit your employer, that your employer has reason to believe you are performing, and that your employer does not prohibit you from performing can be considered to be work. If your employer required, expected, or encouraged work to be performed off the clock, they could be in violation of the FLSA.

Contact a Red Robin Employee Lawsuit Attorney in Houston

Are you a current or former Red Robin employee who was not paid properly for the work you performed? Know that you could be entitled to significant compensation because of the company’s wrongdoing.

You should contact Williams Hart, so you can fully understand all of the options available to you. We will take the time to sit down with you and review your specific case when you call (713) 230-2200 or contact us online to schedule a free consultation.

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