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Have you worked as a Location Manager or Function (or Functional) Manager for HERTZ CORP, or any of its brands, such as Dollar or Thrifty, during the period of December 2015 to the present? If so, we would like to speak to you about your work history.
In December, 2017, former location and function manager, Bamidele Aiyekusibe filed this lawsuit against the HERTZ corporation, individually and on behalf of all present and former Location and Function Managers working for HERTZ within the preceding 3 years to the present in airport locations across the United States.
The case is styled as:
AIYEKUSIBE V. THE HERTZ CORP, CASE 2:18-CV-00816-UA-MRM, IN THE UNITED STATES DISTRICT COURT, MIDDLE DISTRICT OF FLORIDA, FORT MYERS DIVISION.
A COPY OF THE LAWSUIT CAN BE VIEWED BY THIS LINK:
MR. AIYEKUSIBE WAS HIRED AS A LOCATION MANAGER (LATER CALLED A FUNCTION MANAGER) AND WORKED PRIMARILY PERFORMING TYPICAL, NON-EXEMPT, MANUAL LABOR DUTIES SUCH AS: WORKING IN THE LOT ALONGSIDE CHECKING IN CARS, MOVING CARS INTO STALLS, WORKING THE GATE, WORKING THE GOLD BOOTH, AND WASHING AND GETTING CARS READY FOR CHECKINS. INVESTIGATION REVEALS THAT OTHER LOCATION AND FUNCTION MANAGERS PERFORMED SIMILAR ROLES, AS WELL AS WORKING IN OTHER TYPICALLY NON-EXEMPT DUTIES SUCH AS INSIDE SALES, AND COUNTER CUSTOMER SERVICE PROCESSING CAR RENTALS. HERTZ CLASSIFIED ALL LOCATION AND FUNCTION MANAGERS AS EXEMPT FROM OVERTIME WAGES AND THE LAWSUIT ALLEGES THAT HERTZ MISCLASSIFIED ALL SUCH PERSONS IN VIOLATION OF THE FLSA.
MR. AIYEKUSIBE SEEKS TO RECOVER FOR HIMSELF, AND ALL PAST AND PRESENT LOCATION AND FUNCTION MANGERS, OVERTIME WAGES FOR THE PAST 3 YEARS TO THE PRESENT AND AN EQUAL SUM IN LIQUIDATED DAMAGES. CONTACT US IF YOU CAN SHARE YOUR WORK EXPERIENCE WITH HERTZ, DOLLAR, OR THRIFTY.
The purpose of this posting is not to solicit you to join this or any lawsuit. It is posted for the purpose of investigating the pending claim and lawsuit, and the facts surrounding HERTZ CORP employment of persons in the position of Location and Function Managers and corroborating facts and information relevant to all locations across the U.S. The law permits attorneys in FLSA class/collective actions to communicate in this form with the class members, and to communicate with persons in the proposed class or classes (current and former employees) before certification. See Cooper v. E. Coast Assemblers, Inc., 21 Wage & Hour Cas. 2d (BNA) 152: January 2013.
We want to hear about your work experience.