Cases & Investigations
LEGAL MATTERS HANDLED PERSONALLY SINCE 1957
Below are current cases & investigations that our firm is actively investigating or prosecuting. If you have information or meet the criteria in any of the cases below, please contact us to further discuss.
Active Cases
A lawsuit has been filed in the Northern District of Ohio, case number 1:25-cv-00089 before the Honorable Chirstopher A. Boyko, styled Hockey, et al. v. Seafood Shake Boil or Strongsville, Inc., on behalf of servers and bartenders, alleging that Seafood Shake violated federal and Ohio state wage laws. The lawsuit claims that employees were forced to participate in unlawful tip-sharing practices, including sharing tips with kitchen staff and management. Additionally, servers and bartenders were required to perform significant non-tip-producing tasks, such as cleaning bathrooms and taking out the trash before and after customer service, all while earning less than the minimum wage. These practices may have unfairly affected your wages, and you may be entitled to compensation for lost tips, unpaid wages, and more. Please see the Complaint linked HERE for more information.
If you believe you are a current or former Seafood Shake employee who worked at any of the Ohio locations since January 17, 2022 and were impacted by these practices, please contact us using the button below. Don’t wait—take action now to protect your rights!
Attention all Process Coaches at Ford! Did you know you may be owed unpaid wages and damages for the last 3 years?
A lawsuit has been filed on behalf of Process Coaches working at Ford Motor Company, claiming Ford broke federal and state wage laws. The case is being heard in Ohio (case number 3:24-cv-02112) by Judge Jack Zouhary, and is called Jones, et al. v. The Ford Motor Company. The lawsuit says that Process Coaches were wrongly classified, not paid correctly for overtime, and didn’t receive fair pay for all hours worked.
If you worked at any Ford location in Ohio or across the U.S., you may be part of this case. If you believe you’re a current or former Process Coach at Ford since December 5, 2021, and were affected by these issues, you can join the case by filling out your contact information on the page linked below. Don’t wait—act now to protect your rights!
Our offices, along with the Tennessee law firm of Barrett Johnston Martin & Garrison, LLC filed a lawsuit in the Southern District of Ohio, case number 1:24-cv-00097 before the Honorable Doulgas R. Cole styled Lamb. et al. v. Jeff Ruby’s Culinary Entertaiment, et al. against Jeff Ruby Culinary Entertainment, Inc., and its affiliated steakhouses, alleging violations of federal and state wage laws. The lawsuit claims that tipped employees were unfairly required to share tips with back-of-house employees, perform non-tip-producing work for extended periods while being paid less than minimum wage, and work without being properly compensated for all hours. Please see the Complaint linked HERE for more information.
A lawsuit has been filed against Conagra Brands, Inc., and Conagra Foods Packaged Foods Company, LLC, in the Middle District of Pennsylvania, case number 4-23-01856 before the Honorable Matthew W. Brann styled Vanbuskirk, et al v. Conagra Brands, Inc., et al. alleging violations of federal and Pennsylvania state labor laws The lawsuit claims that employees were not properly compensated for time spent donning and doffing sanitary clothing, handwashing, and sanitizing before and after shifts, as well as during unpaid meal periods. These practices are alleged to violate the Fair Labor Standards Act (FLSA) and the Pennsylvania Minimum Wage Act (PMWA). Please see the Complaint linked HERE for more information.
A lawsuit has been filed against Honda Development & Manufacturing of America, LLC (“Honda”) for systemic racial discrimination in its employment practices. The lawsuit alleges that Honda has denied equal opportunities to African American employees in supervisory, managerial, and other exempt employee positions. The case was filed in the Southern District of Ohio, case number 2:24-cv-04114 styled Bush, et al. v. Honda Development of America, et al., before the Honorable Michael H. Watson. The case seeks a judgment under Title VII of the Civil Rights Act of 1964 and Section 1981 of the Civil Rights Act of 1866. Plaintiffs are calling for corrective actions, including restructuring Honda’s hiring, training, promotion, and compensation processes, as well as seeking back pay, legal fees, and other remedies. Please see the Complaint linked HERE for more information.
Barkan Meizlish DeRose Cox, LLP has filed a lawsuit on behalf of call center agents who worked for Pearl Interactive Network, Inc. in the Southern District of Ohio (Case No. 2:25-cv-00104) for violating federal and state wage laws. The lawsuit, titled Bast, et al. v. Pearl Interactive Network, Inc., claims that call center agents were not paid properly for the time spent working off-the-clock before and during their shifts, including meal breaks.
Pearl Interactive requires agents to spend time booting up their computers, logging into multiple programs, logging into their phones, and getting ready to take calls—tasks they couldn’t clock in for until after everything was set up. As a result, employees weren’t compensated for this work, including overtime pay. Additionally, agents are required to cut their meal breaks short to boot up their software and be ready to clock back in on time after their break.
If you’re a current or former employee of Pearl Interactive since February 6, 2022 who believes you’ve been affected by these practices, you may be eligible to join the lawsuit and seek compensation. For more information about this lawsuit, please see the Complaint HERE.
Barkan Meizlish DeRose Cox, LLP filed a lawsuit on behalf of delivery drivers who worked for First Drive Logistics, Inc. in the Southern District of Ohio (Case No. 2:2025-cv-00182) for violating federal and state wage laws. The lawsuit, titled Foreman, et al. v. First Drive Logistics, Inc. claims that drivers were not paid for the time spent inspecting and loading their vans before they were allowed to clock in, as well as for overtime worked. Additionally, drivers are auto-deducted for a 50-minute lunch break, even though they continue to work during this time. These practices are alleged to violate the Fair Labor Standards Act and the Ohio Wage Acts.
If you’re a current or former driver for First Drive Logistics who believes you’ve been affected by these practices, you may be eligible to join the lawsuit and seek compensation. For more information about this lawsuit, please see the Complaint HERE.
Barkan Meizlish DeRose Cox LLP filed a lawsuit against Northstar Café Easton LLC and Northstar Café Westerville LLC in the Southern District of Ohio, case number 2:23-cv-1757 before the Honorable Judge Sargus styled Highman, et al., v. Northstar Café Easton, LLC, et al. alleging violations of federal and Ohio state wage laws. The lawsuit claims that servers were required to participate in tip pools alongside management as well as perform non-tipped opening and closing duties while being paid less than the minimum wage. These practices are alleged to violate the Fair Labor Standards Act and the Ohio Wage Acts. Please see the Complaint linked HERE for more information.
Barkan Meizlish DeRose Cox LLP along with the Texas law firm of Anderson Alexander, PLLC filed a lawsuit against The Kroger Co. in the Southern District of Ohio, case number 22-cv-681 before the Honorable Judge Hopkins styled Wilder, et al. v. The Kroger Co. alleging violations of Federal and various state wage laws. The lawsuit claims that Kroger employees encountered issues with the clock-in devices Kroger used to track and pay their time, and therefore they were not paid properly for all hours worked. These practices are alleged to violate the Fair Labor Standards Act and the Kentucky Wage and Hour Act. Please see the Complaint linked HERE for more information.
Barkan Meizlish DeRose Cox LLP along with the Pennsylvania law firm of Manes & Narahari, LLC filed two lawsuits against Capital Management Services Group, Inc. and Center One, in the Western District of New York, case number 1:24-cv-00592-LJV before the Honorable Judge Vilardo styled Stoot, et al. v. Capital Management Services Group, Inc., et al and in the Western District of Pennsylvania, case number 2:22-cv-823-MRH before the Honorable Judge Hornak styled Fulton, et al., v. Capital Management Services, L.P., et al alleging violations of federal, Ohio, New York, and Pennsylvania state wage laws. The lawsuit, filed on behalf of call center agents, claims that employees were required to spend time before and during their shifts booting up software systems and addressing technical issues, all while off the clock. Additionally, the case alleges that call center agents were forced to work through their lunch breaks without receiving compensation. These practices are alleged to violate the Fair Labor Standards Act, the Ohio Minimum Fair Wage Standards Act, the New York Minimum Wage Act, and the Pennsylvania Minimum Wage Act and the Pennsylvania Wage Payments and Collection Act. Please see the Complaints linked HERE for more information.
Barkan Meizlish DeRose Cox LLP filed a lawsuit against Universal Entertainment LLC (The King of Clubs) in the Southern District of Ohio, case number 2:24-cv-04165-MHW-CMV before the Honorable Judge Watson styled Ebright, et al. v. Universal Entertainment LLC, et al. alleging violations of federal and Ohio state wage laws. The lawsuit, filed on behalf of servers and bartenders, claims that King of Clubs misclassified its servers as independent contractors, rather than employees, and failed to pay them proper wages, instead relying on customer tips to cover their earnings. Additionally, the lawsuit accuses King of Clubs of permitting management and other non-tipped back-of-house staff to partake in the tip pool alongside servers and bartenders. These practices are alleged to violate the Fair Labor Standards Act, and the Ohio Wage Acts. Please see the Complaint linked HERE for more information.
If you’re a current or former bartender at King of Clubs who believes you’ve been affected by these practices, you may be eligible to join the lawsuit and seek compensation. For more information about this lawsuit, please see the Complaint HERE.
Barkan Meizlish DeRose Cox LLP filed a lawsuit against Shamrock Towing, Inc. in the Southern District of Ohio, case number 2:23-cv-2517 before the Honorable Judge Watson styled Anderson, et al. v. Shamrock Towing, Inc. alleging violations of federal and Ohio state wage laws. The lawsuit claims that tow truck drivers employed by Shamrock Towing were misclassified as exempt from receiving overtime pay. However, since they do not meet the criteria for exemption, they are entitled to time-and-a-half pay for all hours worked over forty in a workweek. These practices are alleged to violate the Fair Labor Standards Act and the Ohio Wage Acts. Please see the Complaint linked HERE for more information.
Barkan Meizlish DeRose Cox LLP along with the Texas law firm of Herrmann Law Offices filed a lawsuit against Flying S. Wings, Inc. (Buffalo Wild Wings) in the Southern District of Ohio, case number 2:21-cv-04292-ALM-KAJ before the Honorable Judge Marbley styled Pender, et al. v. Flying S. Wings, et al. alleging violations of federal and Ohio wage laws. The lawsuit claims that servers and bartenders employed by Buffalo Wild Wings were required to spend time prior to, after, and throughout their shifts performing non-tipped work such as cleaning, taking out the trash, dish washing, and food prepping while being paid a rate less than the minimum wage. In addition, servers and bartenders were not put on notice that Buffalo Wild Wings was going to be paying them at a tip-credit rate, rather than the full minimum wage for all hours worked. These practices are alleged to violate the Fair Labor Standards Act and the Ohio Wage Acts. Please see the Complaint linked HERE for more information.
Barkan Meizlish DeRose Cox LLP along with the Kentucky law firm of Garmer & Prather, PLLC filed a lawsuit against Bob Evans Restaurants, LLC in the Southern District of Ohio, case number 2:22-cv-2123 before the Honorable Judge Watson styled Mitchell, et al. v. Bob Evans Restaurants, LLC alleging violations of federal and Kentucky, Indiana, and Tennessee state wage laws. The lawsuits claims that Bob Evans had a practice of requiring servers to perform work that is not part of their tipped occupation prior to, after, and throughout their shifts, such as cleaning, taking out the trash, dish washing, and food prepping while being paid at a rate less than the minimum wage. Please see the Complaint linked HERE for more information.
Barkan Meizlish DeRose Cox, LLP has filed a lawsuit on behalf of call center agents who work for Freedom Mortgage Corporation in the District of New Jersey (Case No. 1:25-cv-01827) for violating federal and state wage laws. The lawsuit, titled Christensen, et al. v. Freedom Mortgage Corporation claims that employees were not paid properly for the time spent working off-the-clock before and during their shifts.
Freedom Mortgage requires employees to spend time booting up software and logging into programs before they are able to begin their work—time they couldn’t clock in for until after the process was complete. As a result, employees were not compensated for this prep time or for any overtime worked. Additionally, employees are expected to cut short their meal breaks to finish booting up their software and be ready to clock back in on time after their meal break.
If you’re a current or former employee of Freedom Mortgage who believes you’ve been affected by these practices, you may be eligible to join the lawsuit and seek compensation. For more information about this lawsuit, please see the Complaint HERE.
A lawsuit has been filed against East Ohio Regional Hospital and Dr. John Johnson for violations of federal and state wage laws, as well as the WARN Act. The lawsuit claims that employees were not paid properly, including the failure to receive their final paychecks, which include wages for hours worked and overtime. Additionally, the hospital violated the Worker Adjustment and Retraining Notification (WARN) Act by failing to provide the legally required 60 days’ notice before the closure and mass layoffs, leaving employees blindsided and without time to prepare for the loss of their jobs.
If you’re a former employee of East Ohio Regional Hospital who believes you’ve been affected by these practices, you may be eligible to join the lawsuit and seek compensation. For more information about this lawsuit, please see the Complaint HERE.
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A federal lawsuit has been filed against Rise Brands, Inc., the parent company of Pins Mechanical Co., 16-Bit Bar + Arcade, and No Soliciting, alleging widespread violations of federal and state wage and hour laws that impacted bartenders and servers at locations across the country. The lawsuit claims that tipped employees were forced to share their tips with non-tipped staff members, including managers and individuals on the so-called “experience team.” Further, bartenders were required to report to work at least an hour before their scheduled shifts and stay well after closing, performing tasks like cleaning, restocking, and equipment checks, all while being paid less than minimum wage and unable to earn tips during those times.
If you’re a current or former tipped employee of Rise Brands, especially Pins Mechanical Co. and believe you were affected by these practices, you may be eligible to join the lawsuit and seek compensation. For more information, please see the Complaint HERE.
Investigations
The Columbus Ohio Overtime Attorneys at Barkan Meizlish DeRose Cox, LLP have extensive experience representing tipped employees and continue to investigate wage and hour violations in restaurants, bars, hotels, and other parts of the service industry in which employees receive tips.
Wage and hour violations often arise in this industry because employers fail to abide by the “tip-credit” requirements of the Fair Labor Standards Act (“FLSA”), which allow employers to pay less than minimum wage to tipped employees only under very specific conditions.
“Tipped employees” are those who customarily and regularly receive more than $30 per month in tips. Under the FLSA, employers can pay tipped employees at an hourly rate rate less than the federal minimum wage by crediting a portion of the employee’s tips received toward the required minimum wage. In order to do so, however, the employer must 1) inform the employee that it will be taking a tip credit and 2) may not take or retain any portion of the employee’s tips. 29 U.S.C. § 203(m). If an employer fails to comply with these requirements, it cannot apply a tip credit towards the employees’ wages, and must instead pay the tipped employee at least the full applicable minimum wage and allow the tipped employee to keep all tips received.
Common wage and hour issues surrounding pay and tips can include:
- Illegal Tip Pools. Under the FLSA, employers may require tipped employees to contribute a portion of their tips to a general pool to be shared with non-tipped employees. A valid tip pool, however, may not include employees who do not “customarily and regularly” receive tips. Nor will the tip pool be valid if management employees are participants. Employers must notify employees of any required tip pooling arrangements.
- Unpaid side work. If a tipped employee spends more than 20% of their time performing general side work, an employer may not take a tip credit for that time. Instead, the tipped employee must be compensated at the federal or state-established minimum wage, rather than the “tip credit” minimum wage.
- Overtime violations. Tipped employees are still entitled to receive overtime pay for all hours worked over 40 in a workweek. Employers can violate this provision by paying employees “straight time” wages, rather than 1.5 times their regular rate of pay, for overtime hours exceeding 40 per workweek. Other violations include failing to include all components of the tipped employee’s wages when calculating the regular rate for overtime compensation.
- Illegal deductions. In addition, employers often make deductions from employees’ wages in a manner that reduces their wages below the FLSA minimum wage, including deductions for breaks, uniforms, cash register shortages, and customer walk-outs.
If you think you have been the victim of wage theft or would like answers to questions about how you are paid at work, please call the Columbus Ohio Overtime Attorneys at 800-274-5297 or click here. The consolation is free and confidential. The Columbus Ohio minimum wage and overtime attorneys at Barkan Meizlish DeRose Cox, LLP have been helping working families with legal services for over 60 years and they are here to help you.
The Columbus Ohio Overtime Attorneys at Barkan Meizlish DeRose Cox, LLP have extensive experience representing call center workers and continue to investigate these types of cases. Telephone customer service is a critical part of many businesses and we have seen the growth of both in-house call centers and companies that provide the call center service to other businesses. The employees affected have job titles such as agent, associate, representative, advisor, and specialist, and responsibilities that include customer care, client services, and technical support, call center personnel handle a variety of inbound and outbound telephone duties. To cut costs, many in-house call centers and call center companies now employ telephone agents and representatives who work from home. Whether you are a telephone agent employed at a call centers or in work-at-home positions you are entitled to be paid for all of the hours you worked and must be paid 150% of their regular hourly rate for all hours worked over 40 in a workweek.
The common wage violations in the call center industry include:
- Making telephone agents and representatives work through meal and rest breaks without pay;
- Not paying telephone agents and representatives for time spent logging into & out of their computer systems before or after shifts;
- Not paying telephone agents and representatives for the time spent downloading their daily work instructions or uploading their daily work reports; and/or,
- Not paying telephone agents and representatives for the time spent preparing and completing required paperwork or reading emails before or after shifts.
If you think you have been the victim of wage theft or would like answers to questions about how you are paid at work, please call the Columbus Ohio Overtime Attorneys at 800-274-5297 or click here. The consolation is free and confidential. The Columbus Ohio minimum wage and overtime attorneys at Barkan Meizlish DeRose Cox, LLP have been helping working families with legal services for over 60 years and they are here to help you.
Completed Cases
On November 18, 2019, attorneys with Barkan Meizlish DeRose Cox, LLP and Marshall and Forman, LLC filed a collective and federal action complaint against Coulter Ventures, LLC DBA Rogue Fitness, a fitness equipment manufacturer.
The complaint states that Rogue Fitness allegedly violated the Federal Labor Standards Act of 1938 (“FLSA”), 29 U.S.C. §§201, et seq., The Ohio Minimum Fair Wage Standards Act [“the Ohio Wage Act”], O.R.C. §§4111.01., 4111.03 and 4111.10, and the Ohio Prompt Pay Act [“the OPPA”]. The complaint states that the company did not properly compensate its non-exempt employees for their full hours worked.
Barkan Meizlish DeRose Cox, LLP and Anderson Alexander, PLLC, filed a Class and Collective Action Complaint against Convergys Corporation (“Convergys”), a corporation that operates call centers, to recover unpaid overtime compensation. The Plaintiff and the Putative Class Members allege in the Complaint that they were employed by Convergys, but have not been compensated for a significant portion of their overtime hours worked.
The Plaintiff and the Putative Class Members worked as call-center employees for Convergys at any time in the past three years. The Plaintiff and the Putative Class Members allege that Convergys has enforced uniformed
company-wide corporate policies wherein it improperly required its non-exempt hourly employees to perform work off-the-clock and without pay and has also illegally required Plaintiff and the Putative Class Members to clock out for breaks lasting twenty minutes or less. As a result, the suit alleges, the Plaintiff and the Putative Class Members were not properly paid for all of their overtime hours worked in violation of state and federal law.
On March 6, 2018, Barkan Meizlish DeRose Cox, LLP and Winebrake & Santillo, LLC, filed a Class and Collective Action Complaint against Universal Transportation Systems LLC and Quality Transportation Services LLC (“Defendants”), to recover unpaid overtime compensation. Defendants have jointly employed hundreds of individuals as drivers, including Plaintiff, who are paid on an hourly basis and whose primary duty is transporting Defendants’ customers from location to location throughout Ohio.
The lawsuit is brought on behalf of current and former employees who worked as drivers. The Complaint covers those drivers who were not properly compensated for all of their overtime hours worked in violation the Fair Labor Standards Act, 29 U.S.C. §§ 201 et seq. (“FLSA”), the Ohio Minimum Fair Wage Standards Act, O.R.C. §§ 4111 et seq. (“Ohio Wage Act”), and the Ohio Prompt Pay Act, O.R.C. § 4113.15 (“OPPA”). Under the FLSA, nonexempt employees must be paid overtime at a rate of 1.5 times their regular rate of pay for all hours worked in excess of 40 in a workweek.
The Plaintiff and other drivers allege that drivers typically pick up multiple customers in a day and are paid for the time they spend transporting the individual customer from location to location. According to the Complaint, Defendants failed to pay Plaintiff and other drivers for all the time elapsed between customer visits. As a result, the suit alleges, the Plaintiff and other similarly situated individuals were not properly paid for all of their overtime hours worked.
On October 4, 2017, the law firms of Barkan Meizlish DeRose Cox, LLP and JTB Law Group, LLC filed a collective action lawsuit against Firstsource Solutions USA, LLC (“Firstsource”). Firstsource is a company that provides eligibility, enrollment, and other recovery services that help hospitals and health systems maximize reimbursement and increase cash flow.
The Plaintiff and those similarly situated worked as employees of Firstsource as Patient Service Representatives, Floaters/Trainers, and Team Leads. During the course of their employment, Firstsource required Plaintiff and those similarly situated to perform a volume of work assignments that could not be completed with the 8-hour daily work schedule or the 40-hour weekly work schedule. Plaintiff and those similarly situated were repeatedly reprimanded for not completing their work in a workday, but were prohibited from reporting or clocking in more than 40 hours of work per week. According to the Complaint, the Plaintiff and those similarly situated regularly worked over 40 hours per week, yet Firstsource failed to pay them overtime compensation for all hours worked over 40 in a workweek. The Plaintiff and those similarly situated seeks to recover unpaid overtime compensation and liquidated damages under the federal Fair Labor Standards Act, 29 U.S.C. § 201 et. seq. and attendant regulations at 29 C.F.R. § 516, et. seq.
On December 14, 2017, the law firms of Barkan Meizlish DeRose Cox, LLP and Sanford Law Firm, PLLC filed a Collective and Class Action Complaint against Producers Service Corporation (“Producers”), an Ohio-based company in the oil and natural gas industry.
The lawsuit is brought on behalf of current or former oilfield equipment operators of Producers, whose job duties included assisting those working at oil well sites in pumping and fracking oil wells. The Complaint alleges that Producers knowingly misclassified the Plaintiff and other similarly situated individuals as exempt from receiving overtime pay under the Fair Labor Standards Act (“FLSA”). Specifically, the lawsuit alleges that Producers did not pay the Plaintiff overtime compensation until after he worked over 60 hours in one workweek, rather than 40 hours worked in one week as required by the FLSA. The Plaintiff seeks damages in the United States District Court for the Southern District of Ohio, Eastern Division for Producers’ alleged violations of the FLSA, Ohio Minimum Fair Wage Standards Act, and the Ohio Prompt Pay Act.
On July 23, 2018, Barkan Meizlish DeRose Cox, LLP and the Kentucky Equal Justice Center filed their First Amended Complaint against DBC Food, LLC #2, d/b/a Mango’s Mexican Restaurant, Cesar Toro, and Benigno Estrada (collectively, “Defendants”), owners of a restaurant located in Louisville, Kentucky.
The lawsuit is brought on behalf of two former employees of the Defendants, one who worked as a server and one who worked as a cook. The Plaintiffs allege that Defendants have violated 29 U.S.C. § 203(m) of the Fair Labor Standards Act (“FLSA”), which only allows employers to pay less than minimum wage to employees who receive tips under very specific conditions. Additionally, Plaintiffs seek to recover for minimum wages Defendants owe to them, illegally requiring employees to remit portions of their tips to management, failing to maintain accurate employment records, and failing to timely pay Plaintiffs in violation of Kentucky Wage and Hour laws.
Schmitz, et al., v. National Collegiate Athletic Association et al., is a case about a former football player for the University of Notre Dame who was diagnosed with chronic traumatic encephalopathy (CTE). Mr. Schmitz’ head injuries occurred in the 1970’s when he was playing football for the University, but he was not diagnosed with CTE until he was fifty-seven years old. As a result of his CTE, Mr. Schmitz suffered memory loss, early onset of Alzheimer’s disease, dementia, and other health problems.
In October of 2014, the law firms of Barkan Meizlish LLP, Locks Law Firm, and Hausfeld LLP filed the personal injury lawsuit against Notre Dame and the NCAA. The Complaint alleges that Mr. Schmitz was exposed to the risk of latent brain disease when he played football at Notre Dame from 1974 to 1978. Although Mr. Schmitz passed away in 2015, the lawsuit continues with Ms. Schmitz who brings claims on behalf of the estate of her husband and her own claims.
Barkan Meizlish DeRose Cox LLP, in collaboration with attorneys from Nilges Draher LLC, secured a $695,000 judgment in the Southern District of Indiana before the Honorable Judge Sweeney that was upheld by the Seventh Circuit Court of Appeals on behalf of 53 employees at Professional Labor Group. The case addressed overtime violations related to unpaid travel time to and from overnight job sites, which was neither compensated nor included in the calculation of hours worked for overtime purposes.
Click here for a copy of Judge Sweeney’s Order and Judgement and the Seventh Circuit Decision.
