Employment Class Action Law Firm
Many employers are taking advantage of their employees by failing to pay proper wages and fostering illegal work environments. California and U.S. labor laws exist to protect workers from these abuses and provide them with opportunities to file a class action lawsuit against their employers. These abuses include:
- Failing to pay proper overtime wages
- Requiring employees to work “off-the-clock”
- Misclassifying employees as “exempt” from the labor laws and overtime requirements
- Misclassifying employees as “independent contractors”
- Failing to provide proper meal and rest periods
- Requiring employees to pay for job-required expenses
- Failing to timely pay wages
- Improperly deducting money from employees’ wages
The Cooper Law Firm represents employees in California who have been victims of these practices. These cases are sometimes brought as an employment class action lawsuit, in which we represent all of the affected employees in a single suit.
The Cooper Law Firm, along with its co-counsel, have successfully resolved over 75 such suits against some of the largest employers in California and across the United States. Some recent case results include:
- $20,000,000 for computer engineers denied overtime pay
- $19,500,000 for grocery store employees denied meal and rest breaks
- $16,500,000 for bank account executives and loan officers denied expense reimbursement and overtime pay
- $13,800,000 for telecommunications project managers and account managers denied overtime pay
- $8,000,000 for retail store employees denied meal and rest breaks and forced to work off-the-clock
- $4,000,000 for restaurant managers misclassified and denied overtime pay
- $4,000,000 for armored car employees denied meal and rest breaks
- $3,500,000 for transportation industry employees denied meal breaks
- $3,100,000 for computer software testing employees denied overtime pay
- $2,500,000 for newspaper carriers misclassified as independent contractors
- $2,500,000 for mortgage loan officers denied proper wages and reimbursement of business expenses
- $2,000,000 for pet groomers denied reimbursement for necessary tools and equipment
- $2,075,000 for computer hardware and software engineers denied overtime pay
- $1,800,000 for software engineers denied overtime pay
- $1,650,000 for restaurant employees forced to work off the clock, not provided meal and rest breaks, and not reimbursed for business expenses
- $1,600,000 for retail store employees denied vacation pay
- $1,400,000 for retail store employees forced to work off the clock, not provided meal and rest breaks, and not reimbursed for business expenses
- $1,250,000 for account executives of beer distributing company denied expense reimbursement and overtime pay
Labor Class Actions Explained
An employment class action lawsuit is when a single plaintiff or small group of plaintiffs file a class action lawsuit against an employer on behalf of a larger group of employees in order to receive monetary compensation or injunctive relief. The suit can be brought for a number of violations such as wage and hour abuses, sexual harassment or discrimination based on race, gender, religion, age, nationality or other factors.
How Federal Law Affects Employment Class Actions
There are many federal laws in place to protect employee rights in the workplace. These include:
- The Fair Labor Standards Act
- The Occupational Safety and Health Act
- The Family Medical Leave Act
- The Migrant and Seasonal Agricultural Worker Protection Act
- The Mine Safety and Health Act
The Fair Labor Standards Act and employment lawyer association protects workers from wage and hour violations. The Occupational Safety and Health Act ensures that employees have a safe and healthy environment in which to complete their work. The Family Medical Leave Act, administered by the Wage and Hour Division, protects a worker’s right to take employment leave for the birth or adoption of a child or in the event of a serious medical condition of themselves or a family member. The Migrant and Seasonal Agricultural Worker Protection Act regulates wage, hour, transportation, housing and safety requirements for seasonal and migrant agriculture workers. The Federal Mine Safety and Health Act protects employees of mine work sites.
Employment Violation Compensation
If you are a victim of wage and hour abuses, the experienced attorneys at The Cooper Law Firm can assist you in recovering the compensation to which you are entitled. The most common types of compensation to which an employee may be entitled are:
- Back pay
- Overtime pay
- Time spent working “off the clock”
- Missed rest and meal breaks
- Transportation to and from work site
- Reimbursement for needed tools, supplies or uniforms
- Seminar or training fees
- Liquidated damages
- Injunctive relief
If your wages or hours have been miscalculated or purposefully underrepresented, you are entitled to be compensated retroactively. Employers are prohibited by California and federal laws from forcing an employee to complete uncompensated work: this includes not being compensated for work completed during break times or time spent waiting for work to be assigned.
You are also entitled to have regular rest and meal breaks during which your employer cannot insist that you continue working. In some industries, you may be able to recover compensation for time spent traveling to and from your work site. Employers should also provide tools, supplies and uniforms if they are a required and necessary part of you performing your work duties.
Some employees are eligible to be reimbursed for mandatory or necessary seminar or training fees. The Fair Labor Standards Act allows victims of wage and hour abuses to also recover liquidated damages and injunctive relief against the employer.
Class Action Lawsuits Against Employers in California
If you feel you have been mistreated at work, call The Cooper Law Firm at (949) 724-9200 or contact us online for a free consultation to investigate a potential employment class action lawsuit and determine your rights. All cases are taken on a contingency basis, meaning the client does not pay anything up front, and all fees and costs are paid out of any recovery we obtain.