Accenture &N3 Inside Sales Rep Class Nationwide Overtime Wage Case

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What is this COllective Action overtime wage case about

Accenture FLSA Overtime Lawsuit

This site provides information about a nationwide class and collective action FLSA overtime wage lawsuit to be filed on behalf of all inside sales employees of Accenture, and seeking to recover overtime wages for all persons who worked under various job titles in a sales p position anytime in the past 3 years.

Inside Sales Employees are non-exempt from overtime pay, and must be paid for all hours worked, including time and a half of regular rates of pay. Typical violations of the FLSA occurs when companies automatically take time for meal breaks when not fully taken, or when employees are discouraged from reporting all their work hours. Both Accenture and N3 have a history of not paying ISR for all overtime hours worked, and have as Ms. Cook, the Plaintiff herein alleges, never fixed their unlawful pay practices and FLSA violations.

Cook v. Accenture: FLSA Collective action on behalf of inside sales reps: what is this case about

Alissa Cook, a former Inside Sales Representative of Accenture, and N3 RESULTS LLC, worked first as a Business Development Representative, and then as a "Solutions Specialist" routinely worked more than 40 hours in her work weeks, but without being paid overtime wages for all these hours.

As the lawsuit claims, inside sales reps (ISR), were assigned 9 hour work days and 45 hour workweeks, and which the company automatically deducted 1 full hour of time as a meal break, regardless of whether Cook and othe ISR took this full 1 hour break, uninterrupted and without working or not. In Cook's experience, she routinely took less than this 1 full hour break, and even when she did take 1 hour or close to it, she would still perform work. However, Accenture did not require ISR to clock in and out for meal breaks, nor did Accenture ever instruct and inform that when an ISR took less than 1 full hour of a meal break in a day, they could and should claim that time which is overtime hours worked. Further, when an ISR did work while taking a break, the company never explained that working while on a break or eating and working means that break is not a bona fide break such that all that time may potentially be owed back to the ISR, and as overtime pay at a rate of time and 1/2 her regular rate of pay.

Additionally, as Cook alleges in this complaint and lawsuit, she routinely worked off the clock in the early morning prior to her shift start time, and also continued work after the ending shift time and on weekends, all of which amounted to overtime hours she suffered to work without pay. Cook responded to emails while off the clock, and had communications with prospective customers likewise off the clock.

Accenture may have misled ISR by stating that the company "does not pay overtime", a statement which does not itself negate an employee's right to overtime pay.

As Cook alleges in the complaint, since Accenture knew and had reason to know that she and other ISR worked time off the clock to hit performance metrics, called Key Performance Indicators (KPI), and to hit sales goals and maximize their incentive compensation. Additionally, Cook alleges that she and other ISR were pressured to work extra hours to meet numbers and goals or lose their jobs, and simultaneously discouraged from reporting overtime hours.

Thus, as the complaint and lawsuit explain, the company turned a "blind-eye" to off the clock work, and employees working during meal breaks or taking less than 1 full hour each day of uninterrupted meal breaks, all of which amounts to overtime hours which should have been claimable as compensable time.

This lawsuit seeks to recover for Cook, and for all present and formerly employed Inside Sales Reps (ISR) of Accenture, overtime wages for all unpaid hours worked in the preceding 3 years, plus an equal sum as liquidated damages. Cook alleges that while employed as a BDR, and as a Solutions Specialist, in order to keep her job and meet performance expectations, she had to work overtime hours without pay, and that Accenture knew of it.

The lawsuit proposes a collective group or class comprised of all persons who worked in the following positions or had the following job titles:

Account Executive, Account Manager, Account Specialist, B2B Sales Consultant, Business Development Representative (I, II or III) (BDR), Business Development Analyst, Business Development Specialist, Business Development Manager (BDM), Customer Success Manager (CSM), Customer Success Management Analyst, Churn Prevention Specialist, Customer Solution Specialist, Inside Digital Sales Executive, Inside Sales Account Representative Analyst, Inside Digital Sales Manager, ISR Analyst, Inside Sales Operation Manager, Inside Digital Sales Account Executive Solutions Specialist, Solution Support Specialist, SDR Analyst, Sales Account Rep, Small Business Sales Operations Specialist, Sales Opportunity Manager (SOM), and Solution Specialist.

Cook, through her attorneys, seek to send notice to of this lawsuit to each present and former ISR informing them of this lawsuit and their right under the FLSA to participate in this nationwide Collective action.

This lawsuit also seek to recover attorney's fees and cost of the case against Accenture as mandatory fees for Cook and all persons who consent to participate in this case.

This proposed FLSA collective action case is to be filed in the Northern District of Georgia, but may alternatively be filed in another Federal District Court in the U.S.

Get in Touch

Lead attorney, Mitchell FEldman, esq. for Feldman Legal Group

Experienced in FLSA class and collective action cases, including settlements in the following:
BURGER KING CORP
MARKETSOURCE INC.
GRANITE TELCOM
YELP INC.
PAYLESS SHOESOURCE
LOWES HOME IMPROVEMENT
SAGE SOFTWARE
FLEETCOR TECHNOLOGIES
TIRE KINGDOM
FLEEMATICS USA LLC
CUBESMART
RELIANT REHAB
STRADA ELECTRIC
DISCRETE WIRELESS D/B/A NEXTRAQ
HERTZ CORPORATION
VERIZON CONNECT
PANDADOC
PARTSBASE
NCR

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Frequently Asked Questions

Please reach us at mlf@feldmanlegal.us, Mfeldman@flandgatrialattorneys.com; bwilliams@williamslawjax.com or call us Toll Free at 877 946-8293 to answer questions or share your work experience.

Can Accenture Retaliate Against Me for Asserting Rights under the FLSA?

If any person presents a claim for overtime wages, informally, orally, in writing or by filing a legal claim, the Fair Labor Standards Act prohibits all persons, businesses and employers from taking any retaliatory action, including any adverse employment actions against such claimants, even if the claim for wages is unsuccessful.

What does the FLSA say about overtime pay?

The FLSA is the Federal wage laws applicable to most employers and which requires employers to pay non-exempt, and hourly paid employees a fair day's wage for a fair day's work: and for employees in this class case, required Select Rehab to pay overtime premiums (wages) at time and 1/2 the employees' regular rates of pay for all hours the employer knows were worked by the employees or should have were worked. The FLSA provides that only Plaintiffs can be awarded attorney's fees and costs if they recover wages, whether through settlements, judgment or jury verdicts.

Can I speak with the attorneys for Cook who are filing this lawsuit and why is this information site here, and what information are you looking for?

The purpose of this information site is not to ask you to join this lawsuit or make a claim.

The law, and 1st AMENDMENT of the US Constitution permits attorneys in FLSA class/collective actions to communicate in this form with the class members (current and former employees) before certification. See Cooper v. E. Coast Assemblers, Inc., 21 Wage & Hour Cas. 2d (BNA) 152: January 2013. We are investigating the pay practices of ACCENTURE and to see if such alleged pay practices Cook suffered from applied in offices across the U.S., and in all inside sales positions.

To be clear, the purpose of this website and contact by our law firm is NOT to solicit you to opt into and join this collective (CLASS) action lawsuit, (which will seek a national class certification) and to claim your wages, or to advertise our firm. Rather, we are contacting you to determine what your experience has been and if similar to what our client has alleged, and to corroborate facts for this case.

Contact Us

call us for immediate information: 877 946-8293

We want to hear about your work experience as a sales employee for Accenture or N3; a 10-15 minute call at your convenience

Accenture Sales Rep overtime case

Feldman Legal Group: 877- 946-8293; 813 639-9366; Attorney Mitchell Feldman, cell: 813 906-8932 Mfeldman@flandgatrialattorneys.com; Co counsel: Ben Williams, Esq: 904-515-7840; email: Bwilliams@williamslawjax.com

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