$365K Wage Settlement in Arriola v. Lifetime Brands

Case Background

Louis Arriola worked as a non-exempt warehouse employee for Lifetime Brands, Inc. in Rialto, California. The company manufactured and supplied cutlery, silverware, and other products in the state. Arriola represented himself and other employees in a class action alleging systemic wage-and-hour violations.

Cause

The dispute arose from company policies on timekeeping, pay calculations, and breaks. Arriola alleged Lifetime Brands rounded and shaved employee time entries, resulting in unpaid work hours and overtime. The company allegedly excluded non-discretionary bonuses and other compensation from regular rate calculations for overtime and sick pay. He claimed employees missed legally compliant meal and rest periods and were denied premium pay at the proper regular rate. Wage statements were allegedly inaccurate, and final wages were not paid on time after employment ended. These practices allegedly violated multiple California Labor Code sections and Industrial Welfare Commission Wage Orders.

Injury

Arriola and other employees lost earnings from unpaid minimum wages, overtime, sick pay, and break premiums. They were deprived of timely, uninterrupted breaks. They received wage statements that failed to list correct hours, rates, and amounts owed. Employees who left the company allegedly did not receive all wages due upon separation, causing further financial loss.

Damages

The plaintiffs sought recovery of unpaid wages, overtime, sick pay, and meal/rest premiums at the correct rate. They claimed liquidated damages, statutory penalties, interest, restitution, attorneys’ fees, and costs. They also sought waiting time penalties for late final payments, and injunctive relief to stop ongoing violations.

Key Arguments and Proceedings

Legal Representation

• Plaintiff(s): Louis Arriola (on behalf of himself and all others similarly situated)

• Counsel for Plaintiff: Bokhour Law Group, PC | Falakassa Law, PC

• Defendant(s): Lifetime Brands, Inc. (a Delaware corporation) | Does 1–50 (inclusive)

• Counsel for Defendants: Morgan, Lewis & Bockius LLP

Claims

1. Failure to Pay Minimum Wages – Violating California Labor Code §§ 1194, 1197 by rounding/shaving time.

2. Failure to Pay Overtime Wages – Violating §§ 204, 210, 510, 1194 by miscalculating regular rate and excluding required pay elements.

3. Failure to Pay All Sick Time – Violating § 246 by not paying at the regular rate.

4. Meal Period Violations – Violating §§ 226.7, 512 by failing to provide or properly compensate for missed breaks.

5. Rest Period Violations – Violating §§ 226.7, 516 by denying lawful rest breaks and proper premiums.

6. Failure to Provide Accurate Itemized Wage Statements – Violating § 226(a) by omitting required details.

7. Waiting Time Penalties – Violating §§ 201–203 by failing to pay all wages due at separation.

8. Unfair Competition – Violating Business & Professions Code § 17200 by engaging in unlawful pay and break practices.

Defense

Lifetime Brands, Inc., through its attorneys at Morgan, Lewis & Bockius LLP, denied all material allegations in Louis Arriola’s Class Action and PAGA Complaint, asserting it was not liable to him or any other employees. The company maintained that it complied with California labor laws, properly paid wages and overtime, provided legally required meal and rest breaks, issued accurate wage statements, and timely paid all final wages.

The defense raised numerous affirmative defenses, including that the claims were barred by statutes of limitation, prior releases, res judicata, collateral estoppel, good-faith reliance on government guidance, and lawful timekeeping and pay practices. Lifetime Brands argued that any missed breaks were by employees’ choice, certain pay elements were lawfully excluded from regular rate calculations, and any uncompensated time was de minimis. It also challenged class certification, standing under PAGA, and the constitutionality of certain penalties, and reserved the right to assert additional defenses as discovery progressed.

Settlement

On May 5, 2025, the Superior Court of California, County of San Bernardino, granted final approval of the class action and PAGA settlement in Arriola v. Lifetime Brands, Inc., resolving wage-and-hour claims for 216 participating non-exempt employees in California. The $365,000 settlement—reached after arm’s-length negotiations—was deemed fair, adequate, and reasonable, with no objections and only one opt-out. The Court approved payments of $121,666.67 in attorneys’ fees, $34,632.75 in litigation costs, $10,000 to the class representative, $7,250 to the settlement administrator, and $50,000 in PAGA penalties (75% to the state, 25% to the class). The judgment binds all participating members, releases the specified claims, and retains jurisdiction for settlement enforcement and administration.

Court Documents

Court documents are available for purchase upon request at Jurimatic@exlitem.com