Ross overtime class action lawsuit overview:
- Who: Plaintiff Jacqueline Lyle filed a class action lawsuit against Ross Stores Inc.
- Why: Ross allegedly failed to pay employees overtime wages as required by the federal Fair Labor Standards Act.
- Where: The Ross employees class action lawsuit was filed in Tennessee federal court.
Ross Stores Inc. violates the federal Fair Labor Standards Act (FLSA) by failing to pay overtime wages to which employees are entitled, a class action lawsuit alleges.
Plaintiff Jacqueline Lyle says she was employed as a full-time, hourly-paid employee at a Ross Dress for Less store in Nashville, Tennessee.
While working for Ross, Lyle says she regularly worked more than 40 hours per week within weekly pay periods and was entitled to overtime pay. However, the company allegedly required employees to regularly work “off the clock” to reduce its labor costs, the class action lawsuit alleges.
Lyle says Ross required her and other Ross employees to work during unpaid meal periods without being compensated as required by the FLSA. She says that employees who worked during unpaid meal periods are entitled to overtime pay when they otherwise worked at least 40 hours during the work week.
Failure to pay Ross employees overtime violates FLSA, class action says
Ross would allegedly edit employees’ compensable time if they did not clock out during their meal periods, ensuring that they would not be paid for this time, Lyle alleges.
“Defendant’s common practice of not compensating Plaintiff and potential plaintiffs for all their compensable overtime hours at the applicable FLSA overtime rates of pay within weekly pay periods during all times material violated the overtime provisions of the FLSA,” the class action says.
Ross unjustly enriched itself by failing to pay employees for all of the hours they worked, Lyle asserts. Ross did not have a good-faith basis to violate the FLSA and willfully violated the law’s principles with reckless disregard to the law’s principles, the Ross class action lawsuit asserts.
Lyle filed the class action lawsuit on behalf of herself and a proposed class of all current and former full-time hourly employees who worked at any of Ross’ stores in the United States during the applicable limitations period.
She claims that she and other putative class members are entitled to unpaid overtime wages and other damages.
Earlier this year, Ross recalled 5,800 Taylor and Finch Six-Wick Scented Candles over concerns they can combust and cause injury.
What do you think about the allegations in the Ross overtime class action lawsuit? Tell us about it in the comments.
Lyle is represented by Gordon E. Jackson, J. Russ Bryant, James L. Holt Jr. and J. Joseph Leatherwood IV of Jackson Shields Yeiser Holt Owen & Bryant.
The Ross employees class action lawsuit is Jacqueline Lyle v. Ross Stores Inc., Case No. 3:23-cv-01114, in the U.S. District Court for the Middle District of Tennessee, Nashville Division.
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7 thoughts onRoss class action alleges company fails to pay employees overtime wages
agreed Please add me as well all is facts
I think it’s good that Ross was sued,I worked them as an Asset Protection Specialist,I think that store should be shut down,management is not very good
indeef
please add me
Agree with plaintiff allegations to be fact Ross is a micro management company that literally expects the un expected from their employees, to get a raise laughable , management has no idea about what is really needed in stockroom , Salesforce and front-end, what they expect they can’t even do ………I could go on
I wish i could go in on this class action lawsuit. The ROSS in Minnesota, by hearsay, will probably be shut down soon. Managers have no idea what they’re doing. They all tell you something different. Favoritism is high, especially if you have an open work schedule. Ive been denied breaks myself. Lack of training, nobody is on the same page, ever. I deeply care about a company that I shouldn’t care about. Our employee turn around rate is as fast as a baby goes through diapers. If you have shoes, a shirt, and pants, you’re hired. Meanwhile, the employees who get us credit cards, work professionally, and care about the company, dont move up or get hours. V*ra was amazing at getting credit cards and went by the book. The GM Ter*sa either has a bad judge of character or hates going by the book. I think both.
I applaude you for continued employment with Ross if it’s not to generate some form of income. You do have valid points, but I would push back on your claim on “favoritism” regarding filling in call outs. It’s not “favoritism” if the decision to select an Associate has a better track record of productivity and willingness come come in when called. Another observation you have that I would warmly agree with is the hiring prerequisite. I would say that certain stores located in areas of a city can appear like that or there are stores in locations that are more remote so that the workpool is very limited In quality applicants. Even loosening the minimum pay rate does not entice great candidates to drive the distance to that store. How is the Alert Line affecting your stores Associate turnover?