What Is Arise Virtual Solutions?

What Is Arise Virtual Solutions?

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What Is Arise Virtual Solutions?

There are two answers when it comes to the question, “What is Arise Virtual Solution?” The first answer is a brief description of the company.

Arise Virtual Solutions provides clients with the ability to outsource customer service and support responsibilities to a virtual call center. The company serves large corporations such as Disney, Intuit, and AT&T, as well as medium size companies that save money by eliminating in-house customer service and support expenses. Founded in 1994, Florida-based Arise Virtual Solutions employs agents that typically work from their homes. The customer service and support agents undergo a training program before dealing with customer service issues via email and online chat.

The second answer to the question, “What is Arise Virtual Solutions?” concerns several lawsuits the company faces for misclassifying employees. As a company registered to do business in the United States, Arise Virtual Solutions is a company that must follow the labor and employment statutes written into the Fair Labor Standards Act (FLSA) and the Family Medical Leave Act (FMLA). Along with state laws, the two federal labor and employment laws establish the legal framework for enforcing wage and hour statutes. Over the past few years, Arise Virtual Solutions has faced allegations of denying their customer service and support representatives minimum wage, overtime pay, and paid sick leave.

If Arise Virtual Solutions, or any employer for that matter, has committed one or more wage violations against you, contact an experienced employment attorney in the state where you live. An experienced employment lawyer conducts a detailed investigation into your case to determine whether another party owes you compensation for shorting you on overtime hours and/or refusing to comply with state or federal minimum wage statutes. You also should contact an employment attorney if your employer denied you unpaid leave as mandated by the FMLA.

Although you can resolve a wage and hour dispute by yourself by filing a complaint with the appropriate state or federal agency, hiring one of the highly-rated employment attorneys at Morgan and Morgan improves your chances of receiving just compensation. For more than three decades, we have helped clients receive the compensation they deserve for employer wage and hour violations. Our law firm has a national presence, which means our attorneys have a deep understanding of every state’s labor and employment statutes.

To learn more about your rights under the FLSA and FMLA, schedule a free case evaluation with one of the employment attorneys at Morgan and Morgan.

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Get answers to commonly asked questions about our legal services and learn how we may assist you with your case.

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  • What Is the Fair Labor Standards Act?

    The FLSA represents one of several laws passed during the Great Depression that addressed the economic malaise facing the United States. Considered by historians to be the model labor law for all other labor laws to follow, the FLSA mandates the payment of a minimum wage and overtime wages for workers. It also establishes a minimum age requirement for American employees. 

    The current federal minimum wage sits at $7.25, which has remained the same since July 2009. Tipped employees, who earn most of their income through gratuities, receive a federal minimum wage of $2.13 an hour. American employers must pay workers younger than 20 years old a minimum wage of $4.25 per hour for the first 90 probationary days of employment. The 90-day probationary period includes both work days and off days.

    Federal overtime statutes require employers to pay 1.5 times an employee’s standard wage for every hour worked over 40 hours a week. Employers have the flexibility to define a workweek, as long as it consists of seven consecutive days. For example, one employer might start a workweek on a Sunday and end it on a Saturday. A competitor might define a workweek as starting on a Thursday and ending the following Wednesday.

  • What Are the Penalties for Violating the FLSA?

    Enforcement of the statutes written into the FLSA is the responsibility of the Wage and Hour Division of the United States Department of Labor. Investigators from the Wage and Hour Division gather data on hours, wages, and any other type of employment practice that falls under the jurisdiction of the FLSA.

    Employers that intentionally violate a provision of the FLSA face a civil fine as high as $1,000 for each violation. For instance, if an employer paid five employees wages below the federal minimum wage, the employer might receive a fine as high as $5,000. Employers also can face criminal charges if they repeatedly violate any of the statutes written into the FLSA.

    One important note: Many states have passed more generous wage and overtime laws than the statutes enacted at the federal level. For example, California has established a minimum wage for workers in the state that more than doubles the federal minimum wage of $7.25 an hour.

  • What Is the Family Medical Leave Act?

    President Bill Clinton signed the Family Medical Leave Act into law on February 5, 1993. The enactment of the landmark employment law represented recognition by lawmakers of the rapidly changing family dynamic, as an increasing number of women comprised the American workforce. The FMLA ensures that an eligible employee can take up to 12 unpaid weeks off for reasons that include adoption, pregnancy, personal illness, or an illness of a family member. One of the most common reasons why American workers take advantage of the FMLA is for military leave, such as when a state’s National Guard goes on maneuvers.

    Moreover, the FMLA allows employees to return to the same jobs they left during unpaid leave. 

  • What Wage and Hour Violation Charges Does Arise Virtual Solutions Face?

    The wage and hour violation charges faced by Arise Virtual Solution are not the result of just a couple of years of employee misclassifications. Arise Virtual Solutions face wage and hour violations that go back more than 10 years. The company misclassified customer support and service agents as independent contractors, which denied the workers the right to a minimum wage, overtime pay, and paid sick leave. Lawsuits filed on behalf of the plaintiffs claim that Arise Virtual Solutions should not classify customer service and support agents as independent contractors because Arise has the power to hire and fire its employees. Arise also is responsible for paying their customer service and support agents, which means their employees are not independent contractors.

  • What Can I Expect From a Morgan and Morgan Employment Attorney?

    If you worked as a customer service and support agent for Arise Virtual Solutions, and the company violated the FLSA and FMLA by misclassifying your job definition, you should contact one of the experienced employment lawyers at Morgan and Morgan to receive the compensation that you deserve. One of the most common questions that we receive from clients concerns how an employment attorney provides legal support.

    Conduct a Comprehensive Investigation

    One of the most important types of legal support provided by a Morgan and Morgan employment attorney concerns conducting an extensive investigation into your case. This involves reviewing the employment records kept by Arise Virtual Solutions, as well as copies of your bank and wage statements. Your lawyer also interviews other employees to determine whether Arise also misclassified their job status.

    Morgan and Morgan assigns a properly licensed investigator to work with your lawyer during the investigation.

    Explain Your Employment Rights

    Many American workers are not aware of the legal protections granted by the FLSA and FMLA, as well as the statutes passed at the state level. During the free case evaluation with an employment attorney from Morgan and Morgan, you can expect to learn more about your employment rights. Your lawyer also keeps you informed about your employment rights throughout your case. Employers are not legally obligated to communicate employee rights verbally, although you might find a section in the employee manual that describes your rights.

    File a Formal Complaint

    At the federal government level, the Equal Employment Opportunity Commission (EEOC) processes employment-related complaints. You also have the right to file a complaint at the state level. For most employment misclassification cases, employees must first file a formal complaint with the appropriate government agency before filing a civil lawsuit that seeks monetary damages. Working with an employment attorney from Morgan and Morgan ensures you submit an accurate and fully completed complaint form. Just one minor mistake can force the government agency processing your complaint to deny it. 

    Negotiate a Settlement

    The goal of your employment lawyer is to get you the compensation that you deserve. A government agency such as the EEOC can apply enough pressure via threats of taking legal action to get you adequately compensated. Your employment attorney also can help you receive just compensation by negotiating a settlement. Calculating a reasonable value for compensation considers several factors, starting with the amount of money owed because of unpaid regular and overtime wages. You also might qualify to receive compensation for any fees charged on credit card accounts for late or no payments.

    File a Civil Lawsuit

    Arise Virtual Solutions now faces several employment misclassification lawsuits primarily because the company refused to address the violations. At Morgan and Morgan, our team of employment attorneys handles every type of case, including discrimination, wrongful termination, and wage violations. Although filing a civil lawsuit that seeks monetary damages represents a legal action of last resort, our lawyers do not hesitate to take legal action if legal action is warranted.

  • What Criteria Should I Consider Before Hiring an Employment Lawyer?

    The number of years an employment attorney has provided legal support is not as important as the record compiled over the course of those years. Morgan and Morgan, which has represented clients since 1988, has compiled a record of success unmatched by other law firms. Check out our results to see why we are considered one of the best law firms in the United States. 

    Another factor to consider concerns how involved your lawyer gets in your case. Some law firms assign attorneys to clients, only to reassign the attorneys after the first meeting. At Morgan and Morgan, the employment attorney handling your case represents you from the day of the free case evaluation to the day when your case gets resolved.

    We encourage you to read the positive reviews left by our clients on sites such as Yelp and Google. You also should read the client testimonials posted on our website.

    Do not allow Arise Virtual Solutions or any other company to misclassify your job status. Schedule a free case evaluation today with an employment attorney from Morgan and Morgan.

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“I was in a difficult situation when I was injured by a faulty product. I was hesitant to seek legal help but with the help of Morgan & Morgan, they made the process easy. They took immediate action and got me the compensation I deserved. I couldn't have done it without them. I highly recommend their services.” Estate of Patricia Allen v. RJ Reynolds, et al. | 2014

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