My question involves employment and labor law for the state of: Florida

I will try to make this brief. I started working for a very large National A/C firm in December of 2010. I was originally a sales assistant, but was promoted to Office Manager in early 2011 (on an hourly basis) . I started working Monday through Friday 7:30am- 4:00pm. During the summer when our office was open 12 hour days, I would occasionally work over time, no more than 5 or 7 hours a week. In early July, I was told to terminate my dispatcher, and I would start working her job, as well as mine. I asked why I would need to do that and I was told that it was pointless to pay someone to be there during the same hours as I was, and they would rather pay me some over time, than cover two employees expenses (health, liability, etc.). So I started working (still hourly) 45 or 50 hours a week, and getting paid for it. Then in August, I was told that they would start comp-ing my time out. I didn't like the idea, but still needed a job. I was told by my general manager that I needed to start clocking out prior to 40 hours every week, but I did not, I kept working on the clock, and on the last day of the week, I would instruct the HR manager to adjust my hours in ADP system to reflect only 40 hours worked. I did this for numerous reasons, mainly so that if things ever got nasty, I would have a record of the true hours worked. Our time-keeping system was a bio-metric clock in and clock out and there is only one. So it is not accessible off site, or via an online link. I have already contacted ADP and was told I would need a subpoena to obtain my records, But I do have the altered records available. Since it was a weekly decision by the GM weather or not to cut the hours one week's record reflects the actual hours worked (i.e. 7am-ish to 7pm-ish with varying clock in times depending when I got to the office, and almost 70 hours worked) and the next week would show 9a-5pm (exactly every day with a neat 40 hour week). I am using a conservative estimate and guessing anywhere from 60-100 hours taken off of my pay, and all of the hours were overtime. My question is this: has anyone tried, or does anyone know of anyone who tried to sue a former employer in small claims court for this?

Extra Info:

In November I started sending emails (which I have copies of ) requesting my back due pay, I even offered to take it as paid time off. My general manager let me know that he would get it taken care of. He never did. I ended up leaving on 12/14/12, and started my new job on 12/21/12. I had been hired earlier in the month, but wanted to give 2 weeks notice. The general manager has since been terminated after almost 15 years with the company, because he purchased a competing A/C company and is being sued for violation of non-compete agreement, and also misappropriation of funds. The new general manager is Sympathetic to me, because he was my manager when I worked in the office, but he keeps telling me that he is 'too new in the position to make waves', and I find that unacceptable.