Armstrong Law Center, LLC

attorneys at law
(205) 201-1LAW

Developments and Matters of Interests


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Fair debt collection practices ACT (FDCPA)


The  Armstrong Law Center has represented clients in pursuing and defending matters relating to the Fair Debt Collection Practices Act (FDCPA).  This body of federal law defines who is a debt collector and the proper procedure for attempting to collect debts.  Throughout his career Mr. Armstrong has represented both consumer and debt collectors in this area of the law.  This valuable experience positions the Armstrong Law Center in such a manner as to thoroughly evaluate the strengths and weaknesses of individual and class cases from the perspective of both sides.  


Mr. Armstrong is currently representing putative class members in the Northern District of Alabama against Franklin Collection Services, Inc., Civil Action No. 5:10-CV-1537-AKK, Northern District of Alabama.  Even though this matter is ongoing, counsel for the parties have argued, and received a ruling from the Eleventh Circuit Court of Appeals, prohibiting creditors or debt collectors from adding collection costs not expressly agreed upon in the contract with the original creditor.  The creditor can no longer use broad language to require the debtor to pay collection costs without specifying the amount or percentage of such costs in advance of the alleged default.  In short, the creditor or debt collector cannot arbitrarily add a percentage of the debt as the cost of collection unless such was expressly agreed upon in the original contract.  


If you have any questions regarding this case or similar matters, please to not hesitate to contact us at (205) 201-1LAW or Firm@ArmstrongLawCenter.com.


FAIR LABOR STANDARDS ACT (flsa)


The Armstrong Law Center currently represents employees in matters relating to the Fair Labor Standards Act (FLSA).  This body of federal law protects employees from wage and hour violations.  Mr. Armstrong is currently representing employees in an arbitration regarding employees being required to work "off the clock."  The claimants contend they were required to stay on the premises and often required to continue to perform as employees after their shifts were over ("off the clock" work). It is also claimed that employees were not paid minimum wage at times they were required to work and did not have the ability to earn tips.

The Armstrong Law Center is also currently representing workers classified as independent contractors.  It is being argued these "independent contractors" have been misclassified and are truly employees subject to federal and state employment benefits, including minimum wage and hour benefits.

If you have any questions regarding this case or similar matters, please to not hesitate to contact us at (205) 201-1LAW or Firm@ArmstrongLawCenter.com.