Wage And Hour Law

A class action lawsuit against Pactrack, Inc., a California logistics company, ended in a $160,000 settlement in September 2024. Plaintiff Carmen Bustamante filed the case alleging that Pactrack failed to pay hourly workers for all hours worked, including overtime, and neglected to reimburse them for job-related expenses. The complaint also cited inaccurate pay stubs and violations of California labor laws. The Los Angeles Superior Court approved the settlement, providing financial relief to affected employees and resolving the wage and hour claims without trial.

A wage and hour class action against Metro Eighteen, Inc. ended with a $495,000 settlement approved by the Los Angeles Superior Court in September 2024. Plaintiff David Cancino alleged that the retail operator’s time-rounding system consistently favored the employer, causing employees to lose pay for minutes worked. The lawsuit accused the company of failing to issue accurate wage statements and engaging in unfair business practices. Metro Eighteen denied all wrongdoing but agreed to the settlement to resolve the claims and avoid a lengthy trial.

In a major California labor dispute, furniture retailer La-Z-Boy and its subsidiary LZB Retail, Inc. reached a $1.07 million class action settlement with former and current hourly employees. The lawsuit, led by Plaintiff Dustin Evers and filed in the San Diego Superior Court, accused the company of failing to pay workers for all hours worked and not providing required meal and rest breaks. The settlement, approved in September 2024, provided compensation to hundreds of employees for unpaid wages, penalties, and attorneys’ fees, closing a two-year battle over alleged wage and hour violations.

In a major employment class action, two former employees, Mario Arredondo Jr. and Miguel Rivera, sued Pinkerton Consulting & Investigations Inc. for systematic wage and hour violations. The lawsuit, filed in the San Diego Superior Court, claimed that the international security firm failed to pay hourly staff correctly, denied proper breaks, and issued inaccurate pay stubs. After extensive litigation, the parties reached a $1.35 million settlement in February 2025. The agreement, approved by Judge Gregory W. Pollack, provided compensation to approximately 85 employees for unpaid wages and penalties, concluding a significant California labor law dispute.

Homefirst Services of Santa Clara faced a class action from former employees alleging wage and hour violations. Plaintiffs Jaymie Salinas and Gloria Zamora claimed unpaid wages, missed breaks, and unreimbursed expenses. On June 9, 2025, the Superior Court approved a $545,000 settlement covering 776 non-exempt employees. The judgment allocated attorney fees, costs, PAGA penalties, and incentive awards. The court found the settlement fair, with a compliance hearing set for February 2026.

In December 2016, Roderick Magadia filed a class and representative action against Walmart in the Superior Court of California, County of Santa Clara. The case was later removed to the U.S. District Court for the Northern District of California. Additional related actions followed, including the Garcia Action in February 2018, the Griego Action in March 2020, and the Guzman PAGA Action in October 2021. Each involved similar claims against Walmart.The dispute centered on alleged wage and hour violations. Plaintiffs claimed Walmart failed to provide accurate payroll records, denied off-duty meal periods, excluded certain forms of remuneration from the regular rate of pay, and failed to pay final wages on time.The plaintiffs—including Magadia, Garcia, Griego, Guzman, Marshall, Altam, Vega, and Gupta—alleged damages resulting from Walmart’s practices. They asserted that these violations caused unpaid wages, meal period infractions, and reporting time violations.The

Louis Arriola, a former warehouse employee, led a class action against Lifetime Brands, Inc., alleging wage, overtime, and break violations under California labor laws. The company denied wrongdoing, citing lawful practices and multiple defenses. On May 5, 2025, the Superior Court approved a $365,000 class and PAGA settlement for 216 employees, awarding attorneys’ fees, costs, and penalties, and binding members to release claims.

Joel and Fermelisa Caballero filed a class action alleging wage and hour violations against The Ensign Group, Claremont Foothills Health Associates, and Christopher Christensen. Claims included unpaid overtime, missed breaks, inaccurate wage statements, and unreimbursed expenses. The Los Angeles Superior Court approved a settlement for all hourly, non-exempt California employees from Dec. 3, 2015, to Jan. 3, 2024, releasing all related claims and PAGA penalties, with no opt-outs or objections.

Former employees of Sweet Fish Sushi Bar, Inc., Leny Cepeda, Lizette Coronado, and Marcel Tillman filed a wrongful termination lawsuit alleging employment discrimination and retaliation and violations of California labor and wage laws. The case was filed in the

On June 10, 2019, Kelly Standorf filed a labor and employment lawsuit against a strip club for failing to pay her wages. She claimed violations of the Fair Labor Standards Act (FLSA) and Arizona wage laws. The case was filed in the United States District Court, Arizona (Phoenix Division). Judge John T. Tuchi presided over this case. [Case number: 2:19cv4700] Plaintiff Kelly Standorf worked for several years at Defendant Christie’s Cabaret of Glendale, LLC (“Christie’s Cabaret”) in G

On April 20, 2017, Plaintiff Christopher Ferguson filed an FLSA Overtime Lawsuit in the Texas State, District Court of Waco Division (Case number: 6:17cv111). Judge Derek T. Gilliland presided over the case. Christopher Ferguson worked as an Agency Manager for the Texas Farm Bureau and several affiliated insurance companies from June 2009 to December 2017. The defendants, including Texas Farm Bureau Business Corporation, Texas Farm Bureau Casualty Insurance Company, Texas Farm Bureau Mutual Insurance Company, and others, classified Ferguson and 120 to 160 other Agency Managers as independent contractors. Agency Managers were paid solely on commission with no base salary or overtime pay, despite regularly working over 40 hours per week. Their overtime hours typically ranged from 5 to 20 hours weekly. District Sales Managers employed by the defendants closely supervised Agency Managers. The