West Hills Hospital Allegedly Failed to Provide Breaks to Employees

In a recently filed California wage and hour lawsuit, West Hills Hospital faces allegations that they violated labor law, including failing to provide employees with legally required breaks and rest periods.

The Case: Emeterio Basto, Jr. v. West Hills Hospital

The Court: Los Angeles County Superior Court

The Case No.: 23STCV05973

The Plaintiff: Emeterio Basto, Jr. v. West Hills Hospital

The plaintiff in the case, Emeterio Basto, Jr., was employed by West Hills Hospital from January 2020 to July 2022 as a non-exempt, hourly employee entitled to the legally required meal and rest periods and payment of minimum and overtime wages for all time worked. However, according to the court documents, West Hills Hospital allegedly failed to fully relieve employees for their legally required off-duty breaks, resulting in employees missing out on minimum and overtime wages they were due.

The Defendant: Emeterio Basto, Jr. v. West Hills Hospital

The defendant in the case, West Hills Hospital, owns and operates a hospital in Los Angeles County, California.

The Case: Emeterio Basto, Jr. v. West Hills Hospital

In the case Emeterio Basto, Jr. v. West Hills Hospital, the plaintiff alleges that West Hills Hospital’s standard business practices and policies violated labor law by failing to pay overtime wages, failing to provide meal and rest periods as required by law, failing to pay minimum wage, failing to give the workers itemized accurate wage statements, failing to reimburse employees for expenses necessary to fulfill their job duties, failing to pay wages when due, and failing to pay sick wages. Such alleged misconduct gives rise to civil penalties. The lawsuit also alleges that West Hills Hospital employees could not take off-duty meal breaks because the work schedules were so rigorous. According to the plaintiff, the company did not provide employees who forfeited their legally mandated breaks with additional compensation as required. The case is currently pending in the Los Angeles 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.

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.

Public Health Institute Allegedly Violated Meal & Rest Break Labor Laws

In recent news, allegations indicate that Public Health Institute may have violated labor law by failing to adhere to meal and rest break requirements.

The Case: Anysia Taylor v. Public Health Institute

The Court: Alameda County Superior Court

The Case No.: 23CV028034

The Plaintiff: Anysia Taylor v. Public Health Institute

The plaintiff in the case, Anysia Taylor, worked for Public Health Institute from January 2021 to April 2022. Taylor was employed as a non-exempt hourly worker entitled to the protections offered by federal and state labor law, including meal and rest periods, payment of minimum wage, and payment of overtime wages for all time worked. The plaintiff brings the class action wage and hour suit on behalf of herself and other eligible class members seeking losses that resulted from the employer’s policies and practices that violated labor law and failed to compensate non-exempt hourly employees lawfully. According to court documents, the plaintiff claims the defendant retained wages due to the plaintiff and other class members.

The Defendant: Anysia Taylor v. Public Health Institute

The defendant in the case, Public Health Institute, operates programs throughout California intended to improve overall health, equity, and wellness through new research, strengthening partnerships and programs already in place, and supporting and advancing specific public health policies.

The Case: Anysia Taylor v. Public Health Institute

The plaintiffs and eligible class members seek an injunction preventing similar unlawful conduct in the future and relief for economic injuries resulting from Public Health Institute’s allegedly illegal practices and policies.

If you have questions about how to file a California wage and hour class action 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.

Prudent Security Solutions Inc. Faces Wage and Hour Class Action

In recent news, Prudent Security Solutions Inc. faces a wage and hour class action citing multiple labor law violations.

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

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

The Case No.: 23STCV04656

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

The plaintiffs in the case are Brian and Lisa Bradford. Prudent Security Solutions Inc. employed Brian Bradford from March 2022 to April 2022. Bradford was a non-exempt employee paid hourly plus non-discretionary bonuses and was eligible for federal and state labor law protections, including minimum wage, overtime wage, meal breaks, and rest periods.

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

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

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

According to the lawsuit, Prudent Security Solutions allegedly committed various labor code violations, including failing to pay minimum wages, failing to pay overtime wages, failing to provide required meal and rest periods, failing to reimburse employees for necessary expenses, failing to pay wages when due, failing to provide accurate itemized wage statements, failing to pay vacation wages when due, failing to make lawful deductions, failing to pay wages during employment promptly, and failing to pay sick pay.

California Labor Law: Minimum Wage

According to California law, employers must pay their employees no less than the applicable minimum wage rate for all hours worked during the designated pay period on an established payday. The relevant wage order defines "hours worked" as the time during "which an employee is subject to the control of an employer," including the time the employee is suffered or allowed to work, even if they are not required to work.

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

According to the plaintiff, Prudent Security Solutions required its employees to perform work before and after their scheduled shifts and during "off-duty" meal breaks. The plaintiffs also allege Prudent Security Solutions failed to compensate employees for time employees spent under the employer's control "off-the-clock." As a result, Prudent Security Solutions allegedly failed to provide employees with the applicable minimum wage for all hours worked.

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.

AM Retail Group, Inc. Faces Workplace Retaliation Allegations

In recent news, AM Retail Group, Inc. faces allegations of workplace retaliation violating labor law.

The Case: Brenda Cardenas v. AM Retail Group, Inc.

The Court: San Diego County Superior Court

The Case No.: 37-2023-00011858-CU-OE-CTL

The Plaintiff: Brenda Cardenas v. AM Retail Group, Inc.

The plaintiff in the case, Brenda Cardenas, was employed by AM Retail Group, Inc. from January 2022t through April 6, 2022, classified as non-exempt and paid hourly. As an hourly, non-exempt employee, Cardenas was entitled to legally required meal and rest periods, payment of minimum wage, and accurate calculations and payment of overtime wages.

The Defendant: Brenda Cardenas v. AM Retail Group, Inc.

The defendant in the case, AM Retail Group, Inc., is a corporation that owns and operates clothing stores and conducts a substantial amount of business in California.

The Case: Brenda Cardenas v. AM Retail Group, Inc.

According to the complaint, AM Retail Group, Inc. allegedly failed to pay their employees for all the hours under the employer’s control, including when the plaintiff and other employees were required to submit to mandatory COVID-19 screening before clocking in for their shifts. As the time worked off the clock did not qualify for overtime premium payment, the plaintiff also claims that the defendant failed to pay minimum wage and overtime wages for all hours the plaintiff and other eligible class members worked while “off the clock.” In addition to minimum wage and overtime violations, the plaintiff allegedly reported incidences of disability discrimination to HR. According to court documents, the plaintiff was enduring continual pressure, obligations, and mistreatment by supervisors due to her mental and physical state. According to the plaintiff, when HR failed to respond to her complaints, she was forced to resign due to the hostile, discriminatory work environment.

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

Lala Trucking & Independent Contract Driver Face Wrongful Death Lawsuit

In recent news, a trucking company faces allegations of wrongful death in a lawsuit filed by the victim’s partner.

The Case: Spangle the Clown v. Lala Trucking, Inc. and Baljinder Singh

The Court: US District Court for the Western District of Missouri

The Case No.: 6:2022cv03324

The Plaintiff: Spangle the Clown v. Lala Trucking, Inc. and Baljinder Singh

The plaintiff in the case, Spangle the Clown, filed a wrongful death lawsuit against a truck driver and the trucking company he was driving for when the incident occurred. Before legally changing his name over 20 years ago, Spangle the Clown was known as Ronald Poindexter. In October 2022, Spangle the Clown filed a wrongful death lawsuit in Greene County, Missouri due to the death of his partner, Gloria Jean Grimsley. The two had a magic act and posed as Mr. and Mrs. Claus annually during the Christmas season. Grimsley’s adopted daughter, Amanda May, later filed a motion to join the wrongful death lawsuit.

The Defendant: Spangle the Clown v. Lala Trucking, Inc. and Baljinder Singh

The defendants in the case are Lala Trucking, Inc. and Baljinder Singh. Lala Trucking, Inc, founded by Varinder Singh in 2019, is a Fresno, California-based trucking company, and Baljinder Singh is one of their drivers. On March 23rd, just after 5 am, Grimsley was driving on US Highway 65 just north of Springfield when a 2016 Freightliner Cascadia driven by Bljinder Singh struck her vehicle, a 2000 Pontiac Montana. Singh was operating his vehicle as an independent contractor for Lala Trucking. Grimsley was pronounced dead upon arrival at the hospital.

The Case: Spangle the Clown v. Lala Trucking, Inc. and Baljinder Singh

Lala Trucking operates four trucks and uses six drivers. The company hauls fresh produce, meat, and other refrigerated foods. The Missouri Department of Transportation investigated the incident citing Baljinder Singh and Lala Trucking for failure to yield the right of way, an unsafe driving violation, and a false report of the driver’s record of duty status, which is an hours-of-service violation. Both defendants listed were also hit with two vehicle maintenance violations after the fatal crash, including an automatic airbrake adjustment system failing to compensate for wear and a clamp/roto-type brake that was out of adjustment on the truck.

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