Srourian Law Firm Leads The Way In Getting Preliminary Approval On $800,000 Settlement On Behalf Of San Diego Call Center Workers
Srourian Law Firm is happy to report it successfully obtained preliminary approval on an $800,000 settlement on behalf of a group of workers at a San Diego call center claiming, among other violations, deficient meal and rest periods, and failure to pay overtime for shifts beyond 8 hours by instituting a policy of resetting the workday in the middle of the shift due to the shift going past midnight.
SROURIAN LAW FIRM’S CLASS ACTION LAWSUIT
Class Members who stand to recover from this action have begun to be notified of settlement and will be paid upon final approval of the settlement with the Court.
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Srourian Law Firm, with locations in Los Angeles, Westwood, Woodland Hills, and Orange County is aggressively pursuing claims on behalf of California call center workers in Los Angeles, Hollywood, Santa Monica, Orange, Irvine, Anaheim, Santa Ana, Newport Beach, Costa Mesa, Fullerton, Tustin, Mission Viejo, San Clemente, Garden Grove, Laguna Niguel, Brea, Fountain Valley, Aliso Viejo, Yorba Linda, Westminster, Laguna Hills, Cypress, and La Habra. If you or someone you know suffered violations of the California Labor Code in relation to their employment with any call center, you may be entitled to compensation as a part of the class action lawsuit. Please contact us to speak with one of our lawyers for a free consultation.
Srourian Law Firm Files Class Action Lawsuit Against MedMen For Violation Of California Labor Code And Related Claims
Srourian Law Firm has filed a putative class action on behalf of former and current non-exempt workers of MedMen in Los Angeles Superior Court. The lawsuit includes both front of house and back of house workers, including cashiers, sales, and inventory. The lawsuit alleges that Medmen violated various provisions of the California Labor Code, including failure to pay minimum wage, failure to pay overtime, failure to authorize meal breaks and rest breaks in accordance with California law, failure to timely pay final paychecks, failure to provide proper paystubs, and violation of California Private Attorney General Act, among several other violations.
You can read more about the lawsuit by clicking here or by clicking here.
SROURIAN LAW FIRM’S CLASS ACTION LAWSUIT
The class action lawsuit, titled Medlock v. Manlin I LLC, is currently pending in Los Angeles Superior Court Case No. 18STCV05391. If you worked for any MedMen location in California at any time from November 16, 2014, until the present and would like more information about this case, please call us at (310) 601-3131 or send an email to contact@slfla.com. Be sure to give your name, telephone number, and the best time to reach you, and an attorney will get back to you soon.
FREE CONSULTATION
Srourian Law Firm, with locations in Los Angeles, Westwood, Woodland Hills, and Orange County is aggressively pursuing claims against MedMen, and other California cannabis dispensaries in Los Angeles, Hollywood, Santa Monica, Orange, Irvine, Anaheim, Santa Ana, Newport Beach, Costa Mesa, Fullerton, Tustin, Mission Viejo, San Clemente, Garden Grove, Laguna Niguel, Brea, Fountain Valley, Aliso Viejo, Yorba Linda, Westminster, Laguna Hills, Cypress, and La Habra. If you or someone you know suffered violations of the California Labor Code in relation to their employment with a cannabis dispensary, you may be entitled to compensation as a part of the class action lawsuit. Please contact us to speak with one of our lawyers for a free consultation.
Srourian Law Firm Leads The Way In Negotiating $3 Million Settlement On Behalf of National Group of ATM Technicians
Srourian Law Firm is happy to report it successfully negotiated a $3 million settlement on behalf of a national group of ATM technicians claiming, among other violations, unpaid on-call time.
SROURIAN LAW FIRM’S CLASS ACTION LAWSUIT
Class Members who stand to recover from this action will be notified of their share of settlement upon approval of the settlement with the Court.
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Srourian Law Firm, with locations in Los Angeles, Westwood, Woodland Hills, and Orange County is aggressively pursuing claims against California ATM repair companies in Los Angeles, Hollywood, Santa Monica, Orange, Irvine, Anaheim, Santa Ana, Newport Beach, Costa Mesa, Fullerton, Tustin, Mission Viejo, San Clemente, Garden Grove, Laguna Niguel, Brea, Fountain Valley, Aliso Viejo, Yorba Linda, Westminster, Laguna Hills, Cypress, and La Habra. If you or someone you know suffered violations of the California Labor Code in relation to their employment with an ATM repair company, you may be entitled to compensation as a part of the class action lawsuit. Please contact us to speak with one of our lawyers for a free consultation.
California Courts Continue To Alter The Independent Contractor Landscape
On April 30, 2018, the California Supreme Court issued a unanimous ruling
in Dynamex Operations West, Inc. v. Superior Court of Los Angeles (Dynamex). Dynamex
defined a three part “ABC test”, simplifying the Court-established independent contractor test in
SG Borello & Sons v. Department of Industrial Rel. (Borello) (1989).
Dynamex was the result of defendant company converting all of its California drivers to
independent contractors as a cost savings measure in 2004. Classifying workers as independent
contractors removes an employer’s obligation to comply with minimum wage and overtime laws
while also shifting the risk of doing business onto the worker. The Court in Dynamex embraced
the general perspective that misclassifying workers as independent contractors is harmful and
unfair to workers and the public as a whole.
Taking from the Borello test, the Dynamex court shifted the burden to the employer and defined
three requirements to satisfy in order to prove an employee is properly classified as an
independent contractor: (A) the worker is free from the control and direction of the hiring entity
in connection with the performance of the work; (B) the worker performs work that is outside the
usual course of the hiring entity’s business; and (C) that the worker is customarily engaged in an
independently established trade, occupation, or business of the same nature as the work
performed. An employer must satisfy all three requirements before an employee would need to
rebut an employer’s classification.
These defined requirements address a common issue in recent hiring trends and the “gig
economy” (i.e. app related, per project hiring). Companies will have a more difficult time
unfairly forcing an individual worker to bear the burden of being their own business while the
companies continue to maintain their right to set pay and control work parameters.
A new decision on October 22, 2018, Garcia v. Border Transportation Group, LLC (Garcia),
analyzed the California Supreme Court’s decision in Dynamex. The Garcia held that a plaintiff’s
wage order related claims (i.e. unpaid wages, failure to pay minimum wage, failure to provide
meal and rest periods, etc.) are governed by the “suffer or permit to work” standard set forth in
Dynamex. Plaintiff’s remaining claims for overtime, wrongful termination and waiting time
penalties under Labor Code section 203, are not covered by the wage orders, and therefore are
subject to the Borello test, citing that Dynamex did not actually overturn Borello.
Overall, the independent contractor classification continues to be refined in the current “gig
economy” employment environment. If you or someone you know is misclassified or believe to
be misclassified as an independent contractor, contact Srourian Law Firm to speak with an
attorney about your rights.
Srourian Law Firm Files Class Action Lawsuit Against Chefs Toys For Violation Of California Labor Code And Related Claims
Srourian Law Firm has filed a putative class action on behalf of former and current non-exempt workers of Chefs Toys in Orange County Superior Court. The lawsuit includes drivers, installers, and warehouse workers, along with other similar non-managerial positions. The lawsuit alleges that Chefs Toys violated various provisions of the California Labor Code, including failure to pay minimum wage, failure to pay overtime, failure to authorize meal breaks and rest breaks in accordance with California law, failure to timely pay final paychecks, failure to provide proper paystubs, and violation of California Private Attorney General Act, among several other violations.
SROURIAN LAW FIRM’S CLASS ACTION LAWSUIT
The class action lawsuit, titled Guerrero v. Chefs Toys is currently pending in Orange County Superior Court Case No. 30-2018-00980488-CU-OE-CXC. If you worked for any Chefs Toys location in California at any time from March 20, 2014, until the present and would like more information about this case, please call us at (310) 601-3131 or send an email to contact@slfla.com. Be sure to give your name, telephone number, and the best time to reach you, and an attorney will get back to you soon.
FREE CONSULTATION
Srourian Law Firm, with locations in Los Angeles, Westwood, Woodland Hills, and Orange County is aggressively pursuing claims against Chefs Toys, and other California restaurant suppliers in Los Angeles, Hollywood, Santa Monica, Orange, Irvine, Anaheim, Santa Ana, Newport Beach, Costa Mesa, Fullerton, Tustin, Mission Viejo, San Clemente, Garden Grove, Laguna Niguel, Brea, Fountain Valley, Aliso Viejo, Yorba Linda, Westminster, Laguna Hills, Cypress, and La Habra. If you or someone you know suffered violations of the California Labor Code in relation to their employment with a restaurant supplier, you may be entitled to compensation as a part of the class action lawsuit. Please contact us to speak with one of our lawyers for a free consultation.
Srourian Law Firm Files Class Action Lawsuit Against Ruth's Chris Restaurant
Srourian Law Firm has filed a class action lawsuit on behalf of former and current workers of Ruth's Chris Steak House workers. The lawsuit includes both front of house and back of house workers, including waiters, hosts, barbacks, runners, and kitchen staff for all restaurant locations in the State of California. The lawsuit alleges that Ruth's Chris violated various provisions of the California Labor Code, including failure to pay minimum wage, failure to pay overtime, failure to authorize meal breaks, failure to authorize rest breaks, failure to timely pay final paychecks, failure to provide proper paystubs, and violation of California Private Attorney General Act, among several other violations.
The lawsuit further alleges unlawful restaurant policies of denying and discouraging breaks based on providing team meals to be eaten quickly, lack of adequate resting facilities, and a requirement to keep inaccurate records of meals breaks. The lawsuit further alleges the requirement for workers to take on-duty meal breaks in violation of California leave.
SROURIAN LAW FIRM’S CLASS ACTION LAWSUIT
The class action lawsuit, titled Adrian Quiroz v. Ruth's Chris Hospitality Group, Inc., is currently pending in Riverside Superior Court Case No. RIC1804127. If you worked for any Ruth's Chris location in California at any time from February 26, 2014, until the present and would like more information about this case, please call us at (310) 601-3131 or send an email to contact@slfla.com. Be sure to give your name, telephone number, and the best time to reach you, and an attorney will get back to you soon.
FREE CONSULTATION
Srourian Law Firm, with locations in Los Angeles, Westwood, Woodland Hills, and Orange County is aggressively pursuing claims against MedMen, and other California cannabis dispensaries in Los Angeles, Hollywood, Santa Monica, Orange, Irvine, Anaheim, Santa Ana, Newport Beach, Costa Mesa, Fullerton, Tustin, Mission Viejo, San Clemente, Garden Grove, Laguna Niguel, Brea, Fountain Valley, Aliso Viejo, Yorba Linda, Westminster, Laguna Hills, Cypress, and La Habra. If you or someone you know suffered violations of the California Labor Code in relation to their employment with a cannabis dispensary, you may be entitled to compensation as a part of the class action lawsuit. Please contact us to speak with one of our lawyers for a free consultation.
Srourian Law Firm Files Class Action Lawsuit Against Ruth's Chris For Violations Of California Labor Code And Related Claims
Srourian Law Firm has filed a putative class action on behalf of former and current non-exempt workers of Ruth's Chris Steakhouse in Riverside County Superior Court. The lawsuit includes both front of house and back of house workers, including waiters, runners, bussers, cooks, bartenders, barbacks, and any other similar non-managerial position. The lawsuit alleges that Ruth's Chris violated various provisions of the California Labor Code, including failure to pay minimum wage, failure to pay overtime, failure to authorize meal breaks and rest breaks in accordance with California law, failure to timely pay final paychecks, failure to provide proper paystubs, and violation of California Private Attorney General Act, among several other violations.
SROURIAN LAW FIRM’S CLASS ACTION LAWSUIT
The class action lawsuit, titled Guerrero v. Ruth's Hospitality Group, Inc. is currently pending in Riverside Superior Court Case No. RIC1804127. If you worked for any Ruth's Chris location in California at any time from February 26, 2014, until the present and would like more information about this case, please call us at (310) 601-3131 or send an email to contact@slfla.com. Be sure to give your name, telephone number, and the best time to reach you, and an attorney will get back to you soon.
FREE CONSULTATION
Srourian Law Firm, with locations in Los Angeles, Westwood, Woodland Hills, and Orange County is aggressively pursuing claims against MedMen, and other California restaurants in Los Angeles, Hollywood, Santa Monica, Orange, Irvine, Anaheim, Santa Ana, Newport Beach, Costa Mesa, Fullerton, Tustin, Mission Viejo, San Clemente, Garden Grove, Laguna Niguel, Brea, Fountain Valley, Aliso Viejo, Yorba Linda, Westminster, Laguna Hills, Cypress, and La Habra. If you or someone you know suffered violations of the California Labor Code in relation to their employment with a restaurant, you may be entitled to compensation as a part of the class action lawsuit. Please contact us to speak with one of our lawyers for a free consultation.