Skip to content Skip to navigation

Employment Violations

Time Clock

The complaint for this class action claims that workers at Sam’s Club stores are being shorted on they pay. According to the complaint, the stores’ time clocks reject punch ins or punch outs more than fifteen minutes outside of their shifts’ start or end times, and when a punch in or out is rejected, the stores figure the employees’ working hours according to their original start and end times. The complaint claims this violates the Fair Labor Standards Act (FLSA) and the Pennsylvania Minimum Wage Act of 1968 (PMWA).

Women's Cosmetics

It seems that even beauty stores can have unbeautiful labor and employment practices. The complaint for this class action alleges that Ulta Salon, Cosmetics & Fragrance, Inc. violated labor laws in a host of ways, including by not paying proper minimum wages or overtime, not giving employees proper meal or rest periods or payment for missing them, and not providing proper wage statements. Most of the allegations involve violations of the California Labor Code.

Example of Rolling Door

ABC Corporation does business in the Bronx as A&G Gates & Rolling Doors. The complaint for this collective action contends that A&G, like too many companies, failed to pay its workers proper overtime pay, thus violating the Fair Labor Standards Act (FLSA) and New York Labor Law (NYLL). Also, the complaint claims that when an employee pressed for his rights, the company retaliated by firing him. 

Food Plate from Sophie's Cuban Cuisine

Some people receive tips as part of their work—waiters and delivery persons, for example. Employers may take a “tip credit” and pay these workers less than the minimum wage for their tipped duties. However, the complaint for this class action claims that two Sophie’s Cuban Cuisine restaurants paid workers less for non-tipped duties as well. Also, the complaint claims that the employers violated other federal and state labor laws as well. 

Building with Snap-On Sign

The Fair Labor Standards Act (FLSA) says that non-discretionary bonuses, such as shift- and hour-based premiums, must be taken into consideration when calculating overtime pay. The complaint for this class action says that Snap-On Equipment, Inc. did not do this for its employees. 

Manhattan Diner Facade

Employers sometimes try to pay employees less by hiring them for one kind of work and then requiring them to do another kind of work at the same wage. The complaint for this class action claims that workers at Manhattan Diner (officeially Karpenisi Rest, Inc.) were hired as tipped workers but made to do other non-tipped work. The complaint also alleges that their employers did not pay for all hours worked or pay proper overtime and that they violated other provisions of the FLSA and NYLL.

Trees Growing Along Stream

The complaint for this class action alleges that workers at PotlatchDeltic Corporation were not properly compensated for all time worked. The complaint claims this is a violation of the Fair Labor Standards Act (FLSA) and the Arkansas Minimum Wage Act (AMWA).

Macy's West Store at West Palm Beach

It’s frustrating when a person buys something at full price and the item is shortly afterwards put on sale. It’s nice when a company is willing to give the person a refund to make up for this. But does the company then have the right to take back some of the commission the sales associate earned on the sale? The complaint for this class action says that Macy’s West Stores, Inc. cannot take back what they’ve previously paid their sales associates.

Mattress Firm Sign Against Blue Sky

Washington’s state labor laws are included in the Washington Annotated Code (WAC) and the Revised Washington Code (RWC). The complaint for this class action claims that Mattress Firm, Inc. violated these labor laws in its combining of hourly and piecework or commission wages, among other problems. 

Gavel and Sign "Labor Law"

The complaint for this lawsuit claims that FlyFit Holdings, LLC and Brian Chappon failed to pay plaintiff Alexander Ray Thurston properly and did not maintain accurate work records. It also alleges that Chappon did not maintain FlyFit as a legal entity separate from himself but more like an alter ego.

Pages