Failure to Allow for/Figure in Break Time
This class action alleges that Western Express, Inc. has violated various provisions of the California Labor Code and IWC Wage Orders. According to the complaint, the company did not keep accurate records, did not give employees accurate itemized wage statements, and did not allow them to take paid rest breaks.
This California labor class action makes many familiar allegations against Equinox Holdings, Inc.: failure to pay minimum and overtime wages and failure to allow rest and meal periods, among other things. As often happens, these violations lead to others, such as failure to provide accurate wage statements, failure to pay all wages at termination, and engaging in unfair competition.
This is not the first recent class action accusing Ulta Beauty, Inc. of violating wage and labor laws. The complaint alleges that the company did not compensate employees for all hours worked and did not permit them to take proper breaks, among other things. It brings claims under the Fair Labor Standards Act (FLSA), California’s Labor Code, and Industrial Wage Commission (IWC) wage orders.
The complaint for this class action alleges that Sutter Health understaffs some of its facilities, making it difficult or impossible for staff to take their legally-mandated rest and meal breaks. The complaint says employees are also not permitted to record the missed breaks or overtime, and that if they do, Sutter alters their time cards. These things are violations of the Fair Labor Standards Act (FLSA), California state labor laws, and the state’s Industrial Wage Commission Wage Orders.
The complaint for this class action alleges that Target Corporation misclassified some of its employees as exempt from overtime and other legal labor requirements. In this case, it’s employees who held the position of Executive Team Leader—Human Resources (ETL-HR), who allegedly did not spend most of their time performing managerial functions. The laws referenced are state laws—primarily the California Labor Law and the state’s Industrial Welfare Commission (WC) Wage Orders.
This class action involves California labor law and the failure of the defendants to pay employees for all hours worked and for missed meal and rest breaks. The defendants in this case include MRC Global US, Inc. and any other entities, whether corporate, individual, or otherwise, that may be deemed an agent of MRC Global or an employer of the plaintiff in this case.
This class action takes up the complaints of twenty-seven workers in the warehouses of Amazon.com Services, Inc. The complaint alleges violations of California’s Labor Code and Industrial Wage Commission (IWC) Orders, including failure to pay for reporting time, failure to provide proper rest breaks, and failure to provide suitable facilities for rest breaks.
This labor law class action brings suit against Solar Energy World, LLC and its owner and president, Tope Lala, its CEO, Geoff Mirkin, and another individual connected with the company, Aloysius E. Gleeson. The complaint alleges that Solar Energy World has violated both the Fair Labor Standards Act (FLSA) and the Maryland Wage and Hour Law (MWHL) in the way they counted hours and the way they paid their workers.
One violation of labor laws can create a ripple effect of other violations. If an employer has misclassified a worker as exempt (from overtime pay), for example, that may indicate a whole host of other labor requirements that the employer has therefore not observed. The complaint for this class action alleges that Charter Communications, LLC did not properly classify some of its workers under California law and therefore owes them for overtime, missed breaks, waiting time penalties, and other things.
This class action is another set of allegations in the familiar story of companies not keeping proper records and not properly paying employees. In this case, the companies are builders, An Ju Home, Inc., Structure Enterprise, Inc., and Trinity Builders, Inc. Also named as defendants are five individuals who are “bosses” or in other positions of power at the three companies. At issue are the Fair Labor Standards Act (FLSA) and New York Labor Law (NYLL).