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Employment Violations

XPO Truck

Are you a truck driver for XPO Logistics who is classified as an independent contractor, when you’re actually an employee?

New Northrop Grumman Plane

This settlement resolves class action litigation that has been pending since 2006, with a shifting group of defendants (currently, the Northrop Grumman Corporation Administrative Committees to the Northrop Grumman Savings Plan and Financial Security and Savings Program, the Northrop Grumman Corporation Investment Committees to the Northrop Grumman Savings Plan and Financial Security and Savings

Kenneth Cole Store

This settlement resolves a class action alleging that Kenneth Cole Productions violated the New York Labor Law by not paying interns at least minimum wages. 

IMG Logo

IMG has agreed to settle a class action alleging that it violated the New York Labor Law by not paying interns at least minimum wages. 

Uptown Communications Logo

Uptown Communications & Electric has agreed to settle a class action alleging that it did not pay its cable installers/technicians for all hours worked over forty each week, in violation of the Fair Labor Standards Act (FLSA) and the New York Labor Law (NYLL).

Coal Mine

When Connie Gilbert began working for Consol Energy’s nonunion Buchanan Mine, the complaint for this class action says, she attended a group orientation that told new employees that if they worked for the company for ten years and reached the age of 55, they would receive retirement benefits for themselves and their spouses for life. Gilbert, who’d previous worked in a union mine, accepted these terms. In September 2014, she retired and began receiving retirement benefits. But, according to the complaint, in June of 2015—less than a year later—she received a letter telling her that her welfare benefits would terminate at the end of that year. The complaint contends that employees were repeatedly told about their “lifetime” benefits, to prevent them from taking offers of union or more lucrative jobs, and that the company should not now be pulling the benefits they earned with so many years’ employment.

Calendar

California’s labor laws require one day’s rest in each workweek. If an employee works on the seventh day, the laws require that the employee be paid at a time-and-a-half rate for the first eight hours of that day. Some employers are simply not bothering to comply with this law, and we’re currently investigating the possibility of filing class actions against them. However, the law is a little more complicated than it looks on the surface. For example, some positions are exempt from this law. Also, the period to be considered is not simply any seven-day period but the employee’s regular workweek.

Washington State Patrol Car

This is the settlement for a class action alleging that, prior to January 1, 2013, the Washington State Patrol (WSP) did not give employees and applicants the veteran preferences they were entitled to in the hiring and promotion processes. State law in Washington requires that state agencies such as the WSP give preference points to eligible, honorably-discharged military veterans.

Fingerprint

The complaint for this class action alleges that a hotel chain did not follow Illinois regulations for the taking, retention, and use of “biometric data.” The complaint claims that the hotel was using employee fingerprint scans as a means of clocking in and out, but did not observe regulations on such things as informing employees, obtaining releases, and having proper retention and destruction policies.

Walmart Sign

This class action alleges that the Walmart store in Chino, California violated California employment laws by failing to pay minimum wages for all hours worked; failing to pay overtime for hours in excess of eight per day or forty per workweek; failing to let employees take a second meal break when they worked a shift in excess of ten hours; failing to keep accurate wage statements; and failing to pay all money owed at termination of employment.

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