Turrieta v. Lyft

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.

Tehrani v. Macy's West Stores, Inc.

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.

Reynante v. Home Depot, et al.

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.

Moreli v. Mendocino Farms

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.

Maynard v. TaskRabbit, et al.

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.

Leenay v. Lowe’s

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.

Collins v. Golden Gate Bell

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.

Bamossy v. Bloomingdale’s

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.