DirecTV Hit with California Wage and Hour Class Action Lawsuit

DirecTV Inc. may be facing a major wage and hour lawsuit in California after allegedly violating the state’s labor laws. The proposed class action lawsuit alleges that the company forced its employees to work through meal breaks and resting time without compensation, which directly violates California’s labor laws.

This proposed wage and hour lawsuit was filed by former maintenance worker, Steven S., who claims that the satellite provider had improperly set his schedule of four 10-hour days, which would have prevented him and other employees from earning overtime. DirecTV had allegedly set up a systematic policy of scrimping their employees’ wages, especially in avoiding paying overtime to non-exempt employees.

Steven had worked for DirecTV from 2002 to September 2013 and filed the class action lawsuit in the Los Angeles Superior Court. As of now, he and more than 100 other employees that had worked for the California business since February 2011 are joining together to try and claim their missing wages in a DirecTV lawsuit. Steven and other former employees reported working more than eight hours a day in a 40-hour workweek, without receiving overtime. Moreover, DirecTV had allegedly implemented an alternative workweek without notifying the employees.

The lack of overtime pay is not the only concern in the class action lawsuit. Steven stated that he and other employees had their breaks routinely interrupted and were not given a full meal break. According to California state law, employees must be given a 30-minute meal break if they have to work more than 10 hours a day. Steven also stated that he and others were forced to work through their 10-minute rest breaks, which are also mandated by California labor laws if an employee is working for more than four hours at a time.

As of now, Steven is seeking less than $75,000 and has merely requested that he and other employees are compensated for their missed wages. He also requests that DirecTV change its payment practices. With any luck, Steven’s class action lawsuit will be more fruitful than a previous lawsuit against DirecTV, filed in 2012. The lawsuit had alleged the same wage and hour claims, but was dismissed because the plaintiffs failed to identify an ascertainable Class, and the defendant lacked the necessary records to identify Class Members.

Currently, DirecTV is facing 41 federal Fair Labor Standards Act (FLSA) violation lawsuits from technicians, with each claiming that the company had misclassified them as independent contractors, which would have made them exempt from overtime benefits.

The California Wage and Hour Lawsuit is Case No. BC 572409, in the Los Angeles Superior Court.

Overview of California Wage and Hour

California is a state that prides itself on strong wage and hour policies, which are meant to ultimately ensure that its citizens are properly compensated. By having these laws, the state protects the rights of California employees to fair wages and adequate working conditions. California employers who are found to be in violation of these policies could face severe penalties and will most likely have to compensate their employees for any missed wages.

According to California’s overtime policy, employers must pay overtime to an employees who work beyond eight hours in a single day, or work more than 40 hours in a single week. At this point, employees must be paid 1.5 times their normal hourly wage, or double the employee’s hourly rate if they work more than 12 hours on any work day, and for all hours worked after an eight hour period on the seventh consecutive day of the work week.

Another common wage and hour violation often seen in California is break violations. California state law provides 30-minute lunch breaks to non-exempt employees who work more than five hours in a day, and are also given 10-minute breaks every four hours worked. If an employee misses a meal break due to their employer or work situation, the employee is entitled to an extra hour of pay at their regular rate, and can have up to three years to claim unpaid wages. If a rest break is missed, an employee is also entitled to an extra hour of pay that must be included in their next paycheck.

Join a Free California Overtime, Wage & Hour Class Action Lawsuit Investigation

If you were forced to work off the clock or without overtime pay in California within the past 2 to 3 years, you have rights – and you don’t have to take on the company alone.

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