Century Lighting & Electric Sued for Wage-and-Hour Violations in Santa Clara County
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Workers at a Bay Area service contractor filed a putative class action alleging broad violations of California wage-and-hour law. The complaint states that non-exempt employees were required to work off the clock, missed legally required meal and rest breaks, and paid work expenses without receiving reimbursement. The case seeks unpaid wages, penalties, and injunctive relief.
Case: Cruz M. Juarez v. Century Commercial Service dba Century Lighting & Electric
Court: Santa Clara County Superior Court
Case No.: 25CV461988
The Plaintiff: Cruz M. Juarez v. Century Commercial Service dba Century Lighting & Electric
The named plaintiff, Cruz M. Juarez, worked as a non-exempt hourly employee from December 2021 to September 2024. He brings the action on behalf of a proposed class of similarly situated California employees who were classified as non-exempt.
The Defendant: Cruz M. Juarez v. Century Commercial Service dba Century Lighting & Electric
Century Commercial Service (doing business as Century Lighting & Electric) is alleged to operate a service contracting business throughout California, including Santa Clara County. The complaint names the company and the Doe defendants.
A History of the Case: Cruz M. Juarez v. Century Commercial Service dba Century Lighting & Electric
The plaintiffs filed the Cruz M. Juarez class action in Santa Clara County Superior Court in March 2025, asserting causes of action under the California Labor Code and the Unfair Competition Law. Claims include failure to pay minimum and overtime wages, failure to provide compliant meal and rest periods, inaccurate wage statements, late final pay, unreimbursed business expenses, unlawful deductions, time-rounding and timekeeping manipulation, and failure to produce personnel records.
The Main Question Being Considered: Cruz M. Juarez v. Century Commercial Service dba Century Lighting & Electric
Did Century maintain policies or practices that violated California wage-and-hour requirements—such as off-the-clock work, noncompliant meal/rest breaks, rounding or altering time records, unpaid overtime at the correct regular rate, and failure to reimburse necessary business expenses—on a class-wide basis?
Why This Case Matters: Cruz M. Juarez v. Century Commercial Service dba Century Lighting & Electric
California labor law protects the rights of non-exempt employees to take off-duty meals and paid rest breaks, receive payment for all hours worked (including pre- and post-shift tasks), receive accurate wage statements, receive timely final pay, and receive reimbursement for necessary expenses. The allegations here mirror issues many workers face statewide. Understanding these rights—and how timekeeping, rounding, or unreimbursed costs can quietly erode pay—helps employees recognize and address potential wage theft.
FAQ: Cruz M. Juarez v. Century Commercial Service dba Century Lighting & Electric
Q: What court is handling this case?
A: Santa Clara County Superior Court, Case No. 25CV461988.
Q: What time period does the proposed class cover?
A: The complaint seeks relief for non-exempt California employees during the four years preceding the filing date, subject to the court’s determination.
Q: What wage violations are alleged?
A: Missed meal/rest breaks without proper premiums, off-the-clock work, unpaid minimum and overtime wages at the correct regular rate, rounding and altered time entries, unlawful deductions, inaccurate wage statements, late final pay, unreimbursed expenses, and failure to timely provide personnel records.
Q: Does the lawsuit ask for reimbursement of work expenses?
A: Yes. It alleges violations of Labor Code § 2802 for items like required cell phone use, internet, uniforms, and tools.
Q: What remedies does the complaint seek?
A: Unpaid wages and premiums, restitution, penalties (including waiting time and wage-statement penalties where applicable), interest, injunctive relief, and attorneys’ fees and costs.
Do Your Wage Statements Match Your Hours Worked?
If wage statements don’t match hours worked, breaks are cut short or on-call, or out-of-pocket costs aren’t reimbursed, those can be violations. Do you have questions about filing a California class action?
Please contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Your knowledgeable employment law attorneys in Riverside, San Francisco, Sacramento, San Diego, Los Angeles, and Chicago are ready to help you protect your employee rights.
