SAN FRANCISCO — The plaintiffs in a class action wage and hour lawsuit against Recreational Equipment Inc. (REI) settled their claims on behalf of 5,000 former employees for 2.5 million dollars. The settlement includes all employees in California in an hourly, non-exempt position at any time between Nov. 21, 2009 and Oct. 31, 2014. The employees will receive pro-rated payments according to the number of days each class member worked during that period.
Claims Against REI
In this case, the plaintiffs alleged that REI violated the California Labor Code by failing to pay overtime and the California minimum wage with regard to hours worked off-the-clock. Additionally, the plaintiffs alleged that REI failed to provide employees with timely, uninterrupted meal or rest breaks, failed to pay employees one hour of pay as required by the California Labor Code for each missed meal or rest break, and failed to provide employees with proper wage statements. Finally, the plaintiffs claimed that REI did not pay wages in a timely fashion during employment and upon termination, failed to reimburse employees for all work-related expenses, and failed to pay employees for all accrued vested vacation hours.
California Labor Code Requirements
In California, employers are required to pay overtime regardless of whether overtime work is authorized or not. The rate of pay for overtime is 1.5 times the employee’s regular rate of pay for all hours worked in excess of eight up to twelve hours in any workday.
Additionally, California employers are required to make meal periods available to employees, during which they relieve employees of all duties, relinquish control over their activities, and give them a reasonable opportunity to take an uninterrupted 30-minute break. Employers must not discourage employees from taking their meal period. Employers must pay employees one hour of pay at their regular rate of pay for each workday that a meal period is not provided.
Finally, an employee must be paid his or her wages at least twice during each calendar month on days designated in advance as regular paydays. Overtime wages must be paid no later than the payday for the next regular payroll period following the period in which overtime was earned. An employee who is terminated must be paid all of his or her wages, including accrued vacation, immediately at the time of termination.
If you or someone you know is not being paid minimum wage or overtime, or you should call (855) 754-2795 or complete the Free Unpaid Overtime Case Review form on the top right of this page. Our top rated team of wage lawyers will evaluate your situation to determine your best course of action. We will also determine if it is in your best interest to file a lawsuit against your employer. There are strict time limitations for filing so it is important that you call our experienced attorneys today.