Did Prudent Security Solutions Inc. Violate California Labor Code?

In recent news, a class action complaint filed in Los Angeles County Superior Court includes allegations that Prudent Security Solutions Inc. violated California Labor Code.

The Case: Brian and Lisa Bradford v. Prudent Security Solutions Inc.

The Court: Los Angeles County Superior Court

The Case No.: 23STCV04656

The Plaintiff: Brian and Lisa Bradford v. Prudent Security Solutions Inc.

The plaintiffs in the case are Brian and Lisa Bradford. Brian Bradford was employed by Prudent Security Solutions Inc. in Los Angeles from March to April 2022. He was an hourly, non-exempt employee. Lisa Bradford was also employed by Prudent Security Solutions Inc. from March to April 2022, but she was paid hourly plus non-discretionary bonuses.

The Defendant: Brian and Lisa Bradford v. Prudent Security Solutions Inc.

The defendant in the case, Prudent Security Solutions Inc., provides security services throughout California.

The Case: Brian and Lisa Bradford v. Prudent Security Solutions Inc.

In the case, Brian and Lisa Bradford v. Prudent Security Solutions Inc., the plaintiffs claim that their employer violated several labor laws. California law requires employers to pay every employee on an established payday for all the hours they work during that pay period, at a pay rate no less than minimum wage. According to labor law, hours worked means time when the employee is subject to the employer’s control, which includes any time the employee is permitted to work, even if they are not required to work. According to court documents, Prudent Security Solutions allegedly required workers to complete work before their shift, after their shift, and during off-duty meal breaks. The off-the-clock work was allegedly not compensated, resulting in minimum wage violation allegations.

If you have questions about how to file a California wage and hour lawsuit, please get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Experienced wage and hour attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.

Warby Parker Employee Files Wage and Hour Class Action Lawsuit

In a recently filed California class action complaint, a Warby Parker employee from Santa Clara County alleges numerous labor law violations.

The Case: Robert Chery v. Warby Parker

The Court: Santa Clara County Superior Court of the State of California

The Case No.: 21CV414694

The Plaintiff: Robert Chery v. Warby Parker

The plaintiff in the case, Robert Chery, was an employee of Warby Parker in the county of Santa Clara. Warby Parker employed Chery as a non-exempt employee as of December 2019. Chery filed the class action lawsuit on behalf of himself and qualifying class members citing numerous labor law violations.

Allegations: Robert Chery v. Warby Parker

• Unfair Competition

• Failure to pay minimum wage

• Failure to pay overtime wages

• Failure to provide legally required breaks and meal periods

• Failure to provide wages when due

• Failure to provide accurate ittemized wage statements

• Failure to reimburse employees for required work expenses

The Defendant: Robert Chery v. Warby Parker

The defendant in the case, Warby Parker, is a Delaware corporation conducting business in California. The defendant is a retailer of prescription eyeglasses, contact lenses, and sunglasses with locations throughout California.

The Case: Robert Chery v. Warby Parker

According to the court documents in Robert Chery v. Warby Parker, Chery filed the California class action alleging the company failed to provide meal periods and rest breaks for employees. The case is currently pending in Santa Clara County Superior Court. The plaintiff claims that a rigorous work schedule meant that employees were unable to take off duty meal breaks, and during meal periods that should have been off the clock, employees were allegedly not fully relieved of their work duties. According to Chery, the company would interrupt the employees during off-duty meal breaks so they could complete job-related tasks. According to teh plaintiff, employees were expected to work over 5 hours in one work shift without being provided an off-duty meal break. Additionally, the plaintiff alleges that Warby Parker did not provide a second off-duty meal break when employees completed shifts reaching 10 hours. Warby Parker allegedly expected workers to be on call and essentially on duty during their off-duty meal breaks. While employees allegedly forfeited their meal breaks, they were not provided additional compensation as company policy indicates they should.

If you have questions about how to file a California wage and hour class action, please get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Experienced wage and hour attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.

Logan's Roadhouse Faces Allegations they Did Not Provide Employees with Breaks

In a recently filed California class action lawsuit, Logan's Roadhouse faces allegations that they did not provide their employees with breaks, which violates labor law.

The Case: Symba Rose v. LG Enterprises LLC dba Logan's Roadhouse, J and A Food Service, Inc.,

The Court: Butte County Superior Court of the State of California

The Case No.: 23CV00426

The Plaintiff: Symba Rose v. Logan's Roadhouse

The plaintiff in the case, Symba Rose (previously named Jamal Shabazz), was employed by Logan's Roadhouse (aka the Defendants) from July 2022 to August 2022 as a non-exempt hourly employee entitled to the protections offered employees by state and federal employment laws.

The Defendant: Symba Rose v. Logan's Roadhouse

The defendants in the case, LG Enterprises LLC dba Logan's Roadhouse, and J and A Food Service, Inc., were joint employers of the plaintiff, according to documents the company provided to the plaintiff. The plaintiff performed work for both, respectively, so both are considered jointly responsible by the plaintiff for actions leading to employment law violations as described in the lawsuit. Defendant owns, operates, or manages Logan's Roadhouse restaurants in California, including the Logan's Roadhouse in Butte County, where Symba Rose worked.

The Allegations: Symba Rose v. Logan's Roadhouse

The plaintiff claims that they engaged in numerous employment law violations during his time with the restaurant. According to the complaint, the defendants allegedly violated California Labor Code Sections §§ 201, 202, 203, 204, 210, 226, 226.7, 246, 510, 512, 558, 1194, 1197, 1197.1, and 1198 with practices and policies that resulted in:

• failing to pay minimum wages

• failing to pay overtime wages

• failing to provide required meal and rest periods

• failing to provide wages when due

• failing to provide accurate itemized wage statements

The Case: Symba Rose v. Logan's Roadhouse

According to court documents, Logan's Roadhouse employees, like the plaintiff, had rigorous work schedules, which allegedly left them unable to take off-duty rest breaks. In addition, they were not fully relieved of duty for their rest periods. Additionally, Logan's Roadhouse's and J and A Food Service's workers were allegedly not paid one hour of their regular working wage in place of missed breaks and rest periods.

If you have questions about how to file a California overtime lawsuit, please get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Experienced wage and hour attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.

Did Pacific Production Plumbing Violate California Labor Law?

A recent California lawsuit alleges that Pacific Production Plumbing violated employee protections outlined in federal and state labor law.

The Case: Thomas E. Weathermon III v. Pacific Production Plumbing

The Court: San Diego County Superior Court of the State of California

The Case No.: 37-2022-00006167-CU-OE-CTL

The Plaintiff: Thomas E. Weathermon III v. Pacific Production Plumbing

The plaintiff in the case, Thomas E. Weathermon III, filed a class action complaint against Pacific Production Plumbing. In the complaint, Weathermon alleged that Pacific Production Plumbing failed to provide their employees with timely, off-duty meal and rest periods as required by law.

The Defendant: Thomas E. Weathermon III v. Pacific Production Plumbing

The defendant in the case, Pacific Production Plumbing, provides plumbing services to private, commercial, and construction customers throughout California, including San Diego, where the plaintiff worked.

The Case: Thomas E. Weathermon III v. Pacific Production Plumbing

In the case Thomas E. Weathermon III v. Pacific Production Plumbing, the defendant allegedly violated California Labor Code Sections §§ 201, 202, 203, 204, 226, 226.7, 246, 510, 512, 558, 1194, 1197, 1197.1, 1198 and 2802 by engaging in practices and policies that resulted in:

• failing to pay employees at least minimum wage for all hours worked

• failing to pay overtime wages for all overtime hours worked

• failing to provide required meal and rest periods as mandated by employment law

• failing to provide accurate itemized wage statements to all employees

• failing to provide wages when due

• failing to reimburse workers for necessary business expenses

PAGA Violation: Thomas E. Weathermon III v. Pacific Production Plumbing

The lawsuit also alleges Pacific Production Plumbing violated the Private Attorneys General Act ("PAGA"), which gives rise to civil penalties. PAGA allows aggrieved employees to file a lawsuit to recover civil penalties for themselves, other employees, and the State of California for Labor Code violations. PAGA "deputizes" aggrieved employees as private attorneys general, allowing them to take action to enforce the Labor Code on behalf of California (Cal. Lab. Code section 2699(c)).

If you have questions about how to file a California overtime lawsuit, please get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Experienced wage and hour attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.

Did a Translation Firm Fail to Pay Its Interpreters Minimum Wage and Overtime Pay?

According to a recent California wage and hour lawsuit, a translation firm allegedly failed to pay its interpreters the minimum wage and overtime pay they earned and to provide proper meal and rest breaks.

The Case: Simone Franco de Andrade Boyce v. Language Line Services Inc.

The Court: Eastern District Court of Northern Carolina

The Case No.: 5:22-cv-08076

The Plaintiff: Simone Franco de Andrade Boyce v. Language Line Services Inc.

The plaintiff in the case, Simone Franco de Andrade Boyce, was hired in March 2020 as an interpreter for Langugae Line Services Inc. According to court documents, the plaintiff claims the defendant violated labor law by failing to pay minimum wage, failing to pay overtime pay as required, and violating meal and rest time break requirements. Boyce filed the wage and hour lawsuit in the Eastern District Court of Northern Carolina, and the case was assigned to Magistrate Judge Susan van Keulen but was reassigned to a US District Court Judge Beth Labson Freeman, outside the San Jose Division under the Caseload Rebalancing Pilot Program.

The Defendant: Simone Franco de Andrade Boyce v. Language Line Services Inc.

The defendant in the case, Language Line Services Inc and On Line Translation Inc. share an address in Monterey, California. According to court documents, they allegedly failed to give workers accurate wage statements, reimburse necessary and reasonable business expenses, pay minimum wages earned by workers, and pay overtime wages due for overtime hours worked.

The Case: Simone Franco de Andrade Boyce v. Language Line Services Inc.

According to the complaint filed in the US District Court for the Northern District of California, Simone Franco de Andrade Boyce alleges. Language Line Services Inc. engaged in multiple labor law violations, 29 USC § 201 Fair Labor Standards Act.

If you have questions about how to file a California wage and hour lawsuit, please get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Experienced employment law attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.

Burton Restaurants, LLC is Facing Allegations that They Failed to Provide Accurate Wage Statements

According to employment law, employers must provide employees with accurate, itemized wage statements. In a recently filed California employment law complaint, employees allege Burton Restaurants, LLC failed to comply with this requirement.

The Case: Whitfield & Valdez v. Burton Restaurants, LLC & High Performance Hospitality, LLC

The Court: San Diego County Superior Court

The Case No.: 37-2023-00001045-CU-OE-CTL

The Plaintiff: Whitfield & Valdez v. Burton Restaurants, LLC

The plaintiffs in the case, Whitfield and Valdez, filed a class action lawsuit against Burton Restaurants, LLC. In the class action, the plaintiffs allege that the company violated the California Labor Code.

The Defendant: Whitfield & Valdez v. Burton Restaurants, LLC

The defendants in the case, Burton Restaurants, LLC, and High Performance Hospitality, LLC, are identified as joint employers by the plaintiff for the purposes of this class action. According to the class action complaint, the defendants allegedly failed to pay minimum wages, failed to pay overtime wages, failed to provide meal and rest periods required by employment law, failed to provide employees with required accurate, itemized wage statements, failed to reimburse employees for required expenses, and failed to provide employees with wages when they were due. The allegations violated numerous California Labor Codes, including §§ 201-204, 226, 226.7, 233, 246, 510, 512, 1194, 1197, 1197.1, 2802, and the applicable Wage Order(s).

The Case: Whitfield & Valdez v. Burton Restaurants, LLC

The lawsuit against Burton Restaurants, LLC is pending in the San Diego County Superior Court.

If you have questions about how to file a California wage and hour lawsuit, please get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Experienced wage and hour attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.

Real Time Staffing Services, Employbridge and Lakeshore Learning Materials Face Wage and Hour Lawsuit

In a recently filed wage and hour lawsuit, California employees claim that Real Time Staffing Services, Employbridge, and Lakeshore Learning Materials violated the California Labor Code by failing to provide employees with timely, off-duty meal and rest periods required by law.

The Case: Zelaya v. Real Time Staffing Services, LLC, et al.

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

The Case No.: 23STCV01037

The Plaintiff: Zelaya v. Real Time Staffing Services, LLC, et al.

The plaintiff in the case, Zelaya, was an employee of Real Time Staffing Services (or another listed defendant) from March 2022 through May 2022. During his time employed with the company, Zelaya was classified as a non-exempt employee and paid hourly. As a non-exempt, hourly employee, Zelaya was entitled to employment law protections, including minimum wage, overtime pay, etc. Zelaya was assigned to work at a Defendant Lakeshore Learning facility. The plaintiff brought a Class Action lawsuit on behalf of himself and a California class of other employees and former employees of the defendant as non-exempt employees in California who were assigned to work at the Defendant’s Lakeshore Learning location during the specified period.

The Defendant: Zelaya v. Real Time Staffing Services, LLC, et al.

The defendant in the case, Real Time Staffing Services, LLC, et al., employed the plaintiff as an hourly employee with non-exempt status in California (or acted on behalf of their employer) who either paid or caused to be paid a rate less than minimum wage allegedly in violation of employment law.

The Case: Zelaya v. Real Time Staffing Services, LLC, et al.

According to the California class action allegations, the defendants failed to provide employees with timely, off-duty meal breaks and rest periods. The California employer allegedly violated numerous California Labor Code Sections, including §§ 201, 202, 203, 204, 226, 226.7, 246, 510, 512, 558, 1194, 1197, 1197.1, 1198. The alleged employment law violations included:

● Failed to pay minimum wage

● Failed to pay overtime wages

● Failed to provide required meal and rest periods

● Failed to provide employees with accurate itemized wage statements

● Failed to provide employees with wages when they were due

In addition, the class action claims that the defendants violated the Private Attorneys General Act (PAGA), giving rise to civil penalties. Under PAGA, aggrieved employees can file a lawsuit to recover civil penalties on their own behalf, on behalf of other employees, and on behalf of the State of California due to Labor Code violations. Under PAGA, an aggrieved employee can become a deputized private attorney general to enforce Labor Code.

If you have questions about how to file a California wage and hour lawsuit, please get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Experienced wage and hour attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.