In this case, The Graves Firm was one of multiple counsel who represented a class of 5,063 hourly hair salon employees. The issues in this case included failure to pay wages for employees who were not relieved of duty for meal breaks and failure to permit rest breaks. On November 23, 2010, the court approved a total settlement amount, including all fees and expenses, of $4.1 million dollars.
In this case, The Graves Firm represented a class of 48,156 hourly theme park employees. The issues in this case involved failure to pay wages for employees who were not relieved of duty for meal breaks and failure to permit rest breaks. On April 16, 2010, the court approved a total settlement amount, including all fees and expenses, of $9 million dollars.
In this case, The Graves Firm represented a class of 27,071 hourly employees. The issues in this case involved failure to pay wages for employees who were not relieved of duty for meal breaks and failure to permit rest breaks. On August 20, 2009, the court approved a total settlement amount, including all fees and expenses, of $4.6 million dollars.
In this case, The Graves Firm represented a class of 193,869 hourly retail employees. The issues in this case involved failure to pay wages for employees who were not relieved of duty for meal breaks and failure to permit rest breaks. On January 27, 2009, the court approved a total settlement amount, including all fees and expenses, of $25 million dollars.
In this case, The Graves Firm represented a class of 120 computer programmers. The issues in this case involved misclassification and failure to pay overtime. On May 18, 2007, the court approved a total settlement amount, including all fees and expenses, of $2 million dollars.
This case deals with a large employer that we believe to be guilty of failing to reimburse employees for work-related expenses. The action deals with Sales Employees at Bloomingdale’s stores in California. The Plaintiff claims that Bloomingdales failed to reimburse Sales Employees for use of their personal cell phones for required work-related purposes. Other claims include for failure to pay Sales Employees for overtime, work off the clock, and failure to provide required information on paystubs.
This case deals with a fast food franchise operator that we believe violated a wide range of California employment laws. The action deals with hourly employees for a company that operates Taco Bell and other fast food restaurants in California. Claims include failure to provide meal and rest breaks, failure to pay for off the clock work, overtime, and reporting time pay, and failure to provide accurate wage statements.
In this case, a review of an employee’s paystub revealed what we believe to be a substantial failure to pay all of the wages due to employees. This action deals with commissioned hourly employees of Lowe’s Home Centers. The Plaintiff claims that Lowe’s failed to pay overtime and premium pay for missed meal breaks at the correct rate.
This is another case involving a company that treats workers as independent contractors when we believe the law requires the workers to receive pay and benefits as employees. These are separate class action and Private Attorney General cases on behalf of individuals whom TaskRabbit treated as independent contractors. Plaintiff alleges that Taskers are improperly classified as independent contractors and should be paid as employees.
These are separate class action and Private Attorney General cases on behalf on behalf of hourly employees of Mendocino Farms restaurants in California. Claims include failure to provide meal and rest breaks, failure to pay for off the clock work, overtime, and reporting time pay, and failure to provide accurate wage statements.
This case deals with an important public health issue. California law requires employers to provide specific notice to workers who have been exposed to COVID-19. This case is involves Home Depot employees and sales employees who worked in Home Depot stores for the solar power company SunRun. The Plaintiff alleges that Home Depot and SunRun failed to notify employees of COVID-19 exposure and failed to implement a required COVID-19 prevention policy. The plaintiff in this case has alleged that the defendants deliberately withheld notice of COVID 19 exposure in order to prevent employees from exercising their rights to paid leave.
This is another case regarding an employer that we believe failed to reimburse employees for business use of personal cell phones. The case involves Sales Managers at Macy’s stores in California. The claim in this case is that Sales Managers reasonably used their personal cell phones and tablets for work and Macy’s did not reimburse any of the costs associated with that use.
This is another case in which we addressed an employer that treated workers as independent contractors when we believe the law required the employees to receive pay and benefits as employees. This case deals with Lyft Drivers and seeks relief under the Private Attorney General Act for misclassification, failure to pay overtime, and failure to reimburse business expenses. On January 2, 2020, the court approved a settlement of $15,000,000. Despite the large settlement amount, there was an objection to the settlement. One of the objectors argued that less of the settlement money should go to employees and more should be paid to the state. The Graves Firm opposed these objections and the subsequent appeal. The Court of Appeal upheld the order approving the settlement and held that the individuals objecting to the settlement lacked standing to do so. This case has been selected for review by the California Supreme Court. The lawyers and staff of The Graves Firm look forward to protecting the settlement and shaping the law before our state’s highest court.
These separate class and Private Attorney General actions dealt with workers at TaskRabbit. In the class action case, The Graves Firm represented a class of approximately 10,000 workers. The company treated these workers as independent contractors, but the Plaintiff alleged that these “Taskers” were improperly classified as independent contractors rather than employees. On August 17, 2020, the court approved a settlement in the total amount of $1.75 million dollars.
In this case, The Graves Firm represented a class of just 68 auctioneers whom ADESA treated as independent contractors. Plaintiff contended that the Auctioneers were entitled to pay and benefits as employees. On June 1, 2020, the court approved a settlement for $1,155,000 dollars.
This was a Private Attorney General action against an auction company regarding Auctioneers the company treated as independent contractors. The Auctioneers claimed that they should have been treated as employees and that the company avoided paying workers compensation premiums and other benefits by improperly treating them as independent contractors. On December 13, 2018, the court approved a total settlement amount of $2.75 million.
In these cases, The Graves Firm represented a class of approximately 8,500 hourly employees. These cases were against a set of related companies that operated fast food franchise restaurants in California. The claims include failure to pay Managers for work performed outside the restaurant, failure to pay for cell phones that employees were required to use for work, and failure to include required information on pay stubs. On July 14, 2017, the court approved a total settlement of $2.5 million dollars.
In this case, The Graves Firm represented a class of approximately 118,500 hourly employees at Target. The claims included failure to relieve employees of duty to allow them to take a meal break before their fifth hour of work. On May 15, 2017, the court approved a total settlement amount of $9 million dollars.
In this case, The Graves Firm represented a class of 1,340 truck driver employees. The issues in this case involved failure to pay wages for employees who were not relieved of duty for meal breaks and failure to permit rest breaks. On November 19, 2012, the court approved a total settlement amount, including all fees and expenses, of $1.2 million dollars.
In this case, The Graves Firm represented a class of 2,690 hourly retail employees. The issues in this case involved failure to pay wages for employees who were not relieved of duty for meal breaks and failure to permit rest breaks. On March 8, 2012, the court approved a total settlement amount, including all fees and expenses, of $2.95 million dollars.
In this case, The Graves Firm represented a class of 2,040 hourly employees. The issues in this case involved failure to pay wages for employees who were not relieved of duty for meal breaks and failure to permit rest breaks. On October 3, 2011, the court-approved total settlement amount, including all fees and expenses, of $1.7 million dollars.
Prior results do not guarantee a similar outcome.
