207 results for 'cat:"Employment" AND cat:"Class Action"'.
J. Volk grants the coal miner's post-trial motion to file a retainer agreement under seal, and the order awarding attorneyfees and expenses in the successful class action brought against the two management and three coal companies for violations of the Worker Adjustment and Retraining Notification Act. The companies failed to provide notice to the full-time employees of the Burke Mountain Mine Complex in McDowell County of an impending lay-off of more than 50 employees in October 2019. The court amends its judgment order to include the language "This judgment applies to the 164 miners to whom Rule 23(c)(2) notice was directed, none of whom has requested exclusion, and whom the Court finds to be members of the certified class in this matter" and reflect a total award of $1,738,743, a statutory fee award of $110,992 and $45,593 in expenses, and $15,000 to the miner as class representative service fee, with an order to file an amended notice of class judgment by April 15. Additionally, the court denies the companies' renewed motion for judgment as a matter of law or in the alternative a new trial.
Court: USDC Southern District of West Virginia, Judge: Volk, Filed On: March 31, 2024, Case #: 5:20cv165, NOS: Other Labor Litigation - Labor, Categories: employment, class Action, Labor
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J. Donnell declines to enter judgment in favor of the U.S. Department of Labor on the department’s Fair Labor Standards Act complaint alleging two companies, which provide “spotholding” services for a New York energy company, willfully misclassified its employees as independent contractors to get out of paying overtime wages. The court is unable to make a determination as to whether the litigants were in fact employees or independent contractors.
Court: USDC Eastern District of New York, Judge: Donnelly, Filed On: March 27, 2024, Case #: 1:21cv57, NOS: Fair Labor Standards Act - Labor, Categories: employment, class Action, Labor
J. Dudek partially grants the employees' motion to certify a class in their proposed class action alleging failures to pay minimum and overtime wages. The employees have shown that there is a desire among other employees to opt in to their suit and that the proposed collective members are similarly situated with regard to their pay provisions and job requirements. A request for expedited discovery, seeking a complete list of people and entities the employers employed to provide security in the relevant job sites, is proper, but a request to toll the statute of limitations to run from the date this action was filed is denied since the existing statute of limitations period is not scheduled to trigger for six months and the employees have not shown that acceleration of that period is necessary.
Court: USDC Middle District of Florida, Judge: Dudek, Filed On: March 26, 2024, Case #: 2:23cv544, NOS: Fair Labor Standards Act - Labor, Categories: employment, class Action, Labor
J. Kelley denies two medical companies’ motion to dismiss a class action brought against them by an employee for alleged unpaid wages and other damages. Defendants required plaintiff to work during meal breaks and failed to pay the employee and others situated similarly a mandatory hour of premium pay per day where he was required to work during a meal break, failed to factor shift differentials into calculations of overtime pay and failed to provide accurate, itemized wage statements.
Court: USDC Massachusetts, Judge: Kelley, Filed On: March 25, 2024, Case #: 1:23cv11585, NOS: Other Labor Litigation - Labor, Categories: employment, Damages, class Action
J. Blackwell grants the nurses' motions for partial summary judgment and class certification in their suit alleging that they were misclassified as ineligible for overtime pay. The nurses, hired as "utilization reviewers" to determine whether medical treatments are necessary, are not exempt under either the administrative or learned professional overtime exemptions, and their proposed class is sufficiently numerous, their claims sufficiently common and typical, and their proposed representative plaintiff adequate.
Court: USDC Minnesota, Judge: Blackwell, Filed On: March 22, 2024, Case #: 0:21cv2283, NOS: Fair Labor Standards Act - Labor, Categories: employment, class Action
J. Aenlle-Rocha grants final approval of the settlement, bringing an end to the employees' class action accusing AT&T of not paying them all wages owed. AT&T agrees to pay a $75,500 net settlement, which is fair and adequate based on the strength of the employees' case and the extent of completed discovery.
Court: USDC Central District of California, Judge: Aenlle-Rocha, Filed On: March 18, 2024, Case #: 2:18cv8809, NOS: Employment - Civil Rights, Categories: employment, Settlements, class Action
J. Wolson grants in part a paralegal’s motion to certify a collective action against the City of Philadelphia District Attorney’s Office alleging it misclassifies paralegals as exempt under the Fair Labor Standards Act, and that they should get overtime pay. Conditional certification of her collective action is appropriate, although it is not appropriate for the court to certify it to proceed as a class action.
Court: USDC Eastern District of Pennsylvania, Judge: Wolson, Filed On: March 18, 2024, Case #: 2:23cv32, NOS: Fair Labor Standards Act - Labor, Categories: employment, class Action, Labor
J. Contreras grants, in part, a group of former police officers' motion to certify a class on their Americans with Disabilities Act claims against the district and police chief related to the police department's involuntary disability retirement policy. The proposed class meets certification requirements, including numerosity, commonality and typicality.
Court: USDC District of Columbia, Judge: Contreras, Filed On: March 14, 2024, Case #: 1:19cv2800, NOS: Employment - Civil Rights, Categories: Ada / Rehabilitation Act, employment, class Action
J. VanDyke partially affirmed a district court order denying the employer’s motion to compel arbitration in a class action suit alleging violations of California labor laws. During the pertinent period of employment, the employees worked at a California warehouse facility, which received Adidas watches, apparel, and shoes from mostly international locations. Although the employees moved goods only a short distance across the warehouse floor and onto storage racks, they nevertheless moved them, and with the direct purpose of facilitating their continued travel through an interstate supply chain. Further, the fact that the employer is in the warehousing business, not directly in the transportation industry, does not mean the employees cannot claim the transportation worker exemption of the Federal Arbitration Act. Affirmed in part.
Court: 9th Circuit, Judge: VanDyke, Filed On: March 12, 2024, Case #: 23-55147, Categories: Arbitration, employment, class Action
J. Pulliam adopts a report and recommendations and denies partial summary judgment to a oilfield services company after it was sued by former workers in a class action for allegedly failing to pay overtime. At dispute in this case is whether employee pay by the company constitutes “a salary plus a bonus or a salary plus a day rate.” The company argued that a previous judge failed to comply with precedent on wage laws, but in fact it is the company that misreads precedent.
Court: USDC Western District of Texas , Judge: Pulliam, Filed On: March 5, 2024, Case #: 5:21cv142, NOS: Fair Labor Standards Act - Labor, Categories: employment, class Action, Labor