Did C4 Technical Services Fail to Provide Workers with Compliant Breaks?

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In recent news, C4 Technical Services faces allegations that they violated labor law by failing to provide their workers with compliant meal breaks and rest periods.

Case: Tekeio Phillips v. C4 Technical Services

Court: Los Angeles County Superior Court of the State of California

Case No.: 25STCV34843

Get to Know the Plaintiff: Phillips v. C4 Technical Services

Tekeio Phillips, the plaintiff, allegedly worked for the defendants in California from October 2013 through August 2023 as a non-exempt, hourly employee. Phillips filed a class action complaint on behalf of himself and other similarly situated current and former non-exempt employees, claiming that the defendants used common pay, staffing, and timekeeping practices that allegedly resulted in employees missing legally required breaks and not receiving all wages owed.

Who is the Defendant in the Case?

The defendants in the case are C4 Technical Services, LLC, KGPCo Services, L.L.C., and KGP Telecommunications, LLC, which the complaint alleges operated a telecommunications staffing business in California. The lawsuit claims these entities acted as joint employers and controlled employees’ hours, wages, and working conditions, making them collectively responsible for the alleged wage-and-hour violations.

The Plaintiffs Allege the Defendants Violated Multiple Labor Laws

During their time at the company, the plaintiff noticed standard practices that allegedly violated labor law. Some of the allegations included in Tekeio Phillips’ complaint include:

  • Failing to pay employees for all time worked.

  • Requiring off-the-clock work (like sending/receiving work communications)

  • Requiring work during breaks (that should have been off duty)

  • Failing to provide appropriate meal breaks and rest breaks (breaks were regularly late, short, or interrupted)

  • Failing to provide premium pay for missed breaks

  • Underpaying regular wages and overtime wages

  • Inaccurately calculating overtime pay rates.

  • Failing to include incentive/bonus pay when calculating the regular rate (affecting overtime wages, premiums, and sick pay)

  • Failing to provide legally compliant, accurate wage statements

  • Engaging in timekeeping manipulation, including fictitious meal break entries, and rounding practice that reduced paid time.

  • Failing to pay wages promptly.

  • Failing to reimburse necessary work expenses.

The Main Question of the Case: Phillips v. C4 Technical Services

The core issue is whether the defendants maintained common staffing, scheduling, and timekeeping practices that caused non-exempt employees to perform compensable work without full pay, including alleged off-the-clock communications and unpaid work tied to meal periods. The court will also need to determine whether employees were provided legally compliant, duty-free meal and rest breaks, or whether employees were effectively kept on duty/on call and then not paid the required premium pay when breaks were missed. Another key question is whether the defendants correctly calculated and paid minimum wage, overtime, and double time, including whether incentive/bonus pay was properly included in the regular rate used for overtime, premiums, and sick pay. Finally, the court will evaluate whether the alleged practices also produced inaccurate wage statements, late wage payments, and unreimbursed business expenses across the proposed class.

FAQ: Phillips v. C4 Technical Services

Q: Do after-hours phone calls about work count as “off the clock” work?

A: They can; if the calls are work-related and the employer requires or expects employees to take them, that time may be compensable even if it happens after hours.

Q: Can employees be required to remain on call or respond to messages?

A: Employers can require on-call responsiveness, but if that requirement cuts into legally compliant off-duty meal/rest breaks or adds uncompensated work time, it may trigger wage-and-hour violations and premium pay.

Q: Do all California employers have to provide their employees with rest breaks and meal periods?

A: Most California employers must provide compliant meal and rest breaks to non-exempt employees, though the exact rules can vary by industry, wage order, and specific job duties.

Q: What is the difference between exempt and non-exempt for rest breaks in California workplaces?

A: In California, non-exempt employees are generally entitled to paid rest breaks and meal periods. However, exempt employees typically are not because they are paid on a salary basis and meet specific duties and pay tests.

Q: Is it legal for a California employer to round recorded hours down in their payroll system?

A: Time rounding can be legal, but only if it’s neutral on its face and in practice over time. However, a system that consistently rounds employees’ time down (reducing paid time) can violate California wage-and-hour laws.​

Q: When do bonuses/incentives have to be included in the “regular rate,” and why does that matter for overtime and other pay?

A: Nondiscretionary bonuses and incentives generally must be included in the regular rate, which can increase overtime, premium pay rates, and other pay calculations tied to that rate.

If you believe you were denied meal or rest breaks, not paid overtime, provided inaccurate wage statements, or required to use personal devices for work without reimbursement, the employment law attorneys at Blumenthal Nordrehaug Bhowmik De Blouw LLP can help. Contact one of our offices in San Diego, Riverside, Los Angeles, San Francisco, Sacramento, or Chicago today to learn how to hold your employer accountable.