Salon Employee Lawsuit Claims Ulta Violated Wage and Hour Laws

A former salon worker recently filed a class action salon employee lawsuit against Ulta, alleging that the company violated labor laws with failure to pay overtime.

Plaintiff Julie Z. recently filed a class action salon employee lawsuit against Ulta Cosmetics & Fragrance Inc., alleging that the company violated California Labor Code and other laws with failure to pay overtime to her and other stylists.

According to her complaint, Julie worked for an Ulta Salon from December 2016 to October 2017. Julie claims that Ulta committed various wage violations during her time as a salon employee, including failure to provide accurate wage statements, failure to pay overtime, and failure to timely pay wages.

The class action argues that Julie’s overtime pay was calculated based on only her hourly rate even in pay periods where she also received tips and commissions. California Labor Code allegedly required tips and commissions to be included in overtime rate calculation when both tips and overtime happen in the same pay period.

“When [Julie] worked overtime in pay periods when she was paid additional non-discretionary remuneration, the overtime rate should have been higher based on the correct calculation of the regular rate of pay when taking into account all non-discretionary remuneration, including tips and commissions,” the class action salon employee lawsuit claims.

Julie also claims that she received inaccurate wage statements during her time as a salon employee. In California, workers are eligible for “double time” pay if they work more than 12 hours a day. Since Julie’s normal rate was $10.50, her double time rate should have been $21. However, she allegedly was paid at her normal $10.50 rate for double time hours.

Additionally, Ulta allegedly paid her wages late after she quit her job. Under California Labor Code, employers are required to pay employees all wages at the time of quitting. Julie gave her notice on Oct. 13, 2017, and requested her last day to be Oct. 27, 2017. Ulta allegedly did not allow her to work until that date and her last day was instead Oct. 24, 2017. However, Julie did not receive her wages until Oct. 27, 2018. This violation allegedly entitles her to additional penalty wages for every day that her wages were unpaid.

Julie claims that her experiences with Ulta’s alleged wage violations were not unique, prompting her to file her salon employee lawsuit as a class action complaint. Julie seeks to represent a Class of past and present Ulta Salon California employees who worked for the company since Nov. 2013 and received overtime pay and non-discretionary pay in the same pay period. She also seeks to represent various Subclasses of employees under specific circumstances including itemized wage statements, double-time wages, and separation.

The class action salon employee lawsuit seeks damages, penalties under California Labor Code, court costs, and attorneys’ fees.

The Ulta Class Action Salon Employee Lawsuit is Case No. 1:18-cv-00750-DAD-BAM in the Superior Court of the State of California for the Country of Orange-Complex.

Join a Free Salon Wage and Hour Class Action Lawsuit Investigation

If you worked for Drybar or another salon in the last four years and you were denied compensation for off-the-clock work, overtime, and/or missed meal and rest breaks, you may qualify to join a free salon employee class action lawsuit investigation.

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