Regis Corp. Wage & Hour Class Action Settlement

Regis Corp. has reached a class action settlement over allegations it violated wage and hour laws by failing to pay minimum wage and overtime wages, provide meal and rest breaks, and other wage and hour violations. If you were employed by Regis Corp. as a non-exempt employee in California between May 9, 2009 and Dec. 17, 2015, you may be entitled to payment from the class action settlement.

Melissa Fong, a former stylist at a Regis Salon, initially filed the Regis wage and hour class action lawsuit in August 2013, and Christina Salas was later added as a plaintiff in the litigation. Plaintiff Casey Brown also filed a similar wage and hour class action lawsuit against Regis in California state court in July 2014. The class action lawsuits allege that Regis failed to pay minimum wage for all hours they worked because Regis compensated stylists with commissions rather than hourly wages.

The Regis class action lawsuits further allege that Regis failed to pay overtime wages, provide meal and rest breaks, lawfully deduct wages, pay all vacation wages, reimburse business expenses, keep accurate payroll records, and issue accurate wage statements.

Regis denies the allegations and maintains that it fully complied with the law. However, it has agreed to settle the wage and hour class action lawsuits to avoid the expense and risk associated with litigation. Regis will pay $5.75 million to settle the wage and hour lawsuit.

Class Members who wish to opt out of the Regis class action settlement must do so no later than March 9, 2016, and those who wish to object to the wage and hour settlement must do so no later than March 22, 2016.

Who’s Eligible

Under the terms of the Regis class action settlement, Class Members are defined as: “All persons who have been employed by Defendants in California as a non-exempt employee at any time from May 9, 2009 through December 17, 2015.”

The court also certified the following subclasses:

• Commission-Only Stylist Settlement Class. Includes anyone employed as a stylist at a Regis Salon and/or Carlton Hair Salon in California after May 9, 2009.
• Non-Exempt Employee Settlement Class. Includes individuals employed by Regis as base hourly-paid, non-exempt employees in California after May 9, 2009 (and who are not members of the Commission-Only Stylist Settlement Class).
• Waiting Time Penalties Subclass. Includes Members of the Commission-Only Stylist Settlement Class and the Non-Exempt Employee Settlement Class who stopped working for Regis anytime between May 9, 2010 through Dec. 17, 2015.

Potential Award

Varies.

The actual amount each participating Class Member will be eligible to receive depends on their total W-2 compensation during the Class Period, and how many eligible Class Members choose to participate in the Regis class action settlement.

If all eligible Class Members participate in the Regis settlement, it is estimated that the average payments will be as follows:

• Commission-Only Stylist Settlement Class: $814
• Non-Exempt Employee Settlement Class: $262
• Waiting Time Penalties Subclass: $150

Proof of Purchase

Class Members must provide their CPT ID and Passcode, which can be found on the Claim Form that was mailed to them.

If you did not receive a Claim Form but you believe you are an eligible Class Member of the Regis settlement, contact the Settlement Administrator.

Claim Form

CLICK HERE TO FILE A CLAIM »

Claim Form Deadline

03/09/2016

Case Name

Melissa Fong, et al. v. Regis Corporation, et al., Case No. 13-cv-004497-VC, in the U.S. District Court for the Northern District of California and Casey Brown v. Regis Corp., et al., Case No. BC552371, in the Los Angeles County Superior Court

Final Hearing

04/21/2016

Settlement Website

www.HairSalonClassActionSettlement.com

Claims Administrator

Fong v. Regis Settlement Administrator
c/o CPT Group Inc.
16630 Aston
Irvine, CA 92606
1-877-378-5086

Class Counsel

Graham Hollis
Marta Manus
GRAHAM HOLLIS APC

Heather Davis
Amir Nayebdadash
PROTECTION LAW GROUP LLP

Defense Counsel

Michael W. Kopp
Catherine M. Dacre
Ari Herhser
SEYFARTH SHAW LLP

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. In addition to submitting a claim for this class action settlement, you may also have a separate legal claim for this company or another employer.

Get a Free Case Evaluation Now