Alleges that defendant required certified nursing assistants to perform work without pay during meal breaks. Alleges that defendant failed to pay the direct service professionals for all work performed during meal breaks. Alleging that Long Beach Assisted Living failed to pay the plaintiff, a licensed practical nurse, for all of the overtime that she worked. A class action lawsuit has been filed against Crunch, LLC, in the Supreme Court Of The State of New York, New York County on behalf of non-exempt hourly paid personal trainers.  The Complaint alleges that Crunch failed to pay personal trainers for all of their hours worked.   Subclass 1 alleges that current and former respiratory therapists worked through their automatically deducted meal breaks and were not paid for this work time.  Subclass 2 alleges that current and former non-exempt hourly workers were paid a lump sum payment in lieu of a wage increase and such lump sum payment was not included in the calculation of their overtime rate. 

Alleges that Calypso failed to include commissions in the regular rate of pay when calculating the overtime rate of pay of sales employees. The Complaint also alleges that Calypso failed to pay sales employees for all work performed while off the clock during meal breaks and allegedly failed to pay sales employees for all work performed while off the clock after the end of their shift. Alleges that Hawthorne allegedly misclassified non-managerial employees as exempt. The Complaint further alleges that non-managerial employees were not paid overtime for all hours worked over 40 in a week and alleges that they were not provided accurate wage statements. Alleges that Hawthorne allegedly failed to pay the Non-Managerial employees for all of their straight or agreed upon wages and for all of their overtime.  The Complaint seeks to certify a Class pursuant to the New York Labor Law. Alleges that Grandell allegedly failed to compensate these employees for all of their straight or agreed upon wages and for all overtime pay. 

The Complaint alleges claims pursuant to the Federal Fair Labor Standards Act and New York Labor Law. Alleges that Royal Impressions allegedly failed to compensate certain non-exempt hourly paid employees for work performed during meal breaks.  sushi grade tuna pittsburghThis allegedly resulted in certain employees not getting paid for all straight or agreed upon wages and for all overtime pay.  sushi grade fish stockton Alleges that NYSARC required hourly employees to perform off-the-clock work without compensation after clocking out at the end of their shift and alleges that the Defendant failed to provide accurate wages statements and/or accurate wage notices.  sushi go round apk download

Alleges that Parts Authority violated the Fair Labor Standards Act and New York Labor Law by allegedly misclassifying these Managers and Assistant Managers as exempt employees not entitled to overtime wages. umi sushi menu nuns island Alleges that Alliance violated the Fair Labor Standards Act and New York Labor Lawby allegedly misclassifying their FSMs as exempt employees not entitled to overtime wages which resulted in FSMs allegedly working without proper compensation. sushi grade fish daytona beach Alleges that Dellridge's policies violate the Fair Labor Standards Act and New Jersey Wage and Hour Law by (a)allegedly requiring Dietary Workers to perform work after their shifts were scheduled to end, and after they were forced to clock out, without compensation, and (b) allegedly requiring Dietary Workers to work in excess of 40 hours in one week without paying compensation at one and one half times their regular rate of pay but rather only paying either straight time juegos de youda sushi chef 2 online

for hours worked in excess of 40 hours in one week or not paying compensation for hours worked in excess of forty (40) in one (1) week. Alleges that Have Manor�s policies violate the Fair Labor Standards Act, and New York Labor Law (a) by improperly penalizing Hourly Nurses by configuring the time clocks to round down and artificially reduce the amount of time Hourly Nurses are credited with performing work at the Defendant�s facilities if they arrive beyond five (5) minutes after the scheduled start of their shift; (b) by requesting that Hourly Nurses perform off-the-clock work after clocking out, thereby depriving Hourly Nurses of wages and overtime compensation to which they are entitled by law; and (c) by interrupting uncompensated Hourly Nurse meal breaks with work requests and requiring that Hourly Nurses work through their automatically deducted meal breaks without compensation. A New York Federal Judge has denied the Orange Regional Medical Center ("Medical Center"), a Motion to Dismiss the case, ruling that the Class Action claims are not preempted by Federal Labor Law and that the Medical Center may not compel the case to be decided in Arbitration.

Alleges that Apple�s policies violate the Fair Labor Standards Act, California Labor Code, California Unfair Competition Law and New York Labor Law by forcing their Employees to undergo lengthy personal package and bag searches prior to leaving any Apple retail store, which result in Employees working without proper compensation. Plaintiffs allege in the Complaint that Apple regularly requires their Employees to wait in line and/or submit to a security screening of their personal bags and property before they are permitted to leave any Apple retail store for their meal break or at the end of their shift. Apple routinely refuses to pay Employees their straight and overtime wages for this excess time which they are owed under Federal and State law. Alleges that RiverBay�s policies utilize improper time rounding/ penalization techniques, offering compensatory �comp� time in lieu of overtime, failing to pay overtime at the nighttime pay differential rate, requiring Hourly Employees to work through their automatically deducted meal breaks and also by requiring that Hourly Employees work off-the-clock, all which result in Hourly Employees working without proper compensation.

Alleges that DHL�s policies violate the Fair Labor Standards Act and New York labor law by utilizing improper time rounding and automatic meal deduction procedures, all which result in Agents working without proper compensation. Alleges that Suburban�s policies violate the Fair Labor Standards Act and New York Labor Law by requiring Drivers to work before and after their scheduled shifts without proper compensation. In addition, the Complaint alleges that Suburban failed to pay drivers for their return travel time in excess of 45 minutes. Alleges that QLIMG violated the Fair Labor Standards Act and New York Labor Law by causing the company�s time-clock system to round down the amount of time employees were credited with having performed work at the company�s facilities. As a result, the Complaint alleged that hourly paid employees of QLIMG were not fully compensated for work performed before and after scheduled shifts and during meal breaks. New York - J.C. Penney.

- employees were not paid all of their straight time and overtime wages because of improper rounding by employee time-clocks. The Complaint also alleges that the workers did not get fully paid for work during meal breaks. New York - Winthrop Hospital - patient care associates allege that they were not paid straight time and overtime wages for work done off-the-clock during meal break periods and before and after their shifts. New York - The Bristal - current and former hourly paid employees allege that they were not paid straight time and overtime wages for off-the-clock work done during their lunch break and after their shift ended. The federal court judge has granted plainitffs' motion to conditionally certify the case as a collective action. We filed a Class Action and a Collective Action Lawsuit in the United States District Court for the District of New Jersey entitled Purnamasidi v. Ichiban Japanese Restaurant, Harry International of New Jersey, Inc., et al. The lawsuit alleges violations of the Federal Fair Labor Standards Act and the New Jersey Wage & Hour Laws and seeks to recover on behalf of waiters, bussers and other current and former employees unpaid minimum wages, overtime wages, gratuities, tips and uniform expenses.