Medical Transport Drivers

Unpaid Overtime Wages

Advertising Material

Have you worked as a medical transport driver who is being paid as an “independent contractor” rather than as an employee? Contact the attorneys at Hawks Quindel today.Have you worked as a medical transport driver who is being paid as an “independent contractor” rather than as an employee? Contact the attorneys at Hawks Quindel today.

You May Be Owed Back Wages

Federal law requires companies to pay covered employees overtime wages for all hours worked over 40. We understand that some medical transportation companies treat their drivers as “independent contractors” rather than employees and do not pay overtime wages when drivers work more than 40 hours in a week.

But it is not the company’s decision whether to treat a worker as an “employee.” Those standards are set by federal law. The law looks at several factors to decide if a worker is an “independent contractor” or an “employee,” including:

  • Control. Does the company control how the worker performs their job – setting the schedule or method for completing the work?
  • Investment in Equipment. Does the worker provide the tools and equipment for the job, like the transport van, or is it provided by the company?
  • Integral Part of Business. Does the worker perform tasks that are central to the company’s business?
  • Permanency. Does the worker have a temporary relationship with the company?
  • Technical Skills. Does the worker need highly technical skills to perform the job?
  • Opportunity for Profit and Loss. Can the worker control how much they earn based on how they perform their tasks?

How Can I Learn More?

If you have worked as a medical transport driver in the past three years and were not paid overtime for hours worked over 40, please contact Attorneys Caitlin Madden or Natalie Gerloff by using the form below. You can also call our offices at (608) 308-8242 to speak with an attorney. Your conversations with us are completely confidential.

Can My Employer Fire Me or Retaliate Against Me?

Your employer may not terminate, discriminate, or otherwise retaliate against you for taking part in or providing information to this investigation.
If you have additional questions, please contact our office by using the form below, or by calling (608) 308-8242 and ask to speak with Attorneys Caitlin Madden or Natalie Gerloff.

This page should be understood as ADVERTISING MATERIAL.

Intake Email Form

Please provide a short summary of your situation to accompany any questions you have, along with a few good times we can reach you. Our intake staff will respond within one business day.

Call Now to Speak with an Attorney

Important Legal Information Regarding Email Communications

We are here to help you resolve your legal problem as quickly, effectively, and successfully as possible. Please call or email us to begin the conversation. Before you contact us, please review the following important information:

  • Sending a Hawks Quindel attorney an email containing your private, confidential, or privileged information will not create an attorney-client relationship.
  • Before we agree to represent you, we must first investigate and confirm that we have no conflict of interest.
  • Before we agree to represent you, we cannot ensure the secrecy and confidentiality of any private, confidential, or privileged information that you send us by email.

By sending us an email, you confirm that you have read and understood this disclaimer.

Call Now to Speak with an Attorney

Intake Email Form

Please provide a short summary of your situation to accompany any questions you have, along with a few good times we can reach you. We will respond within one business day.

Important Legal Information Regarding Email Communications

We are here to help you resolve your legal problem as quickly, effectively, and successfully as possible. Please call or email us to begin the conversation. Before you contact us, please review the following important information:

  • Sending a Hawks Quindel attorney an email containing your private, confidential, or privileged information will not create an attorney-client relationship.
  • Before we agree to represent you, we must first investigate and confirm that we have no conflict of interest.
  • Before we agree to represent you, we cannot ensure the secrecy and confidentiality of any private, confidential, or privileged information that you send us by email.

By sending us an email, you confirm that you have read and understood this disclaimer.

Family & Divorce

Labor Law

Social Security

Employee Benefits

Personal Injury

Wage & Hour

Worker's Compensation

Disability Benefits

Duty Disability