Calif. Vivint Training Recipients May Be Eligible for Compensation

California residents who received non-paid work training from the company Vivint Inc. may be eligible for compensation according to California state law.

Vivint is a home security company that is based in Provo, Utah. It is considered one of the most successful businesses out of the Beehive State. Generally, the company receives good customer reviews, but received mediocre to bad reviews from current or former employees. Employees generally complain that the training sessions are long, and do not adequately cover product complications customers may encounter. They also complain that the training is unpaid.

Vivint has been criticized for putting such a heavy emphasis on sales training for their employees, rather than technology support training, due to the sheer number of customer complaints. Since 2009, the Washington State attorney general’s office has received nearly 40 complaints about Vivint’s sales practices. At the same time, about eight customer complaints were received by Idaho’s attorney general related to the Idaho Vivint center between the years of 2011 and 2012.

The Better Business Bureau became concerned about these complaints because a majority of them were about aggressive or misleading door-to-door sales tactics and confusion about terms of the contracts.

This coincides with the employee review websites regarding the work environment of the company, as well as the training requirements.

However, whether or not an individual is hired by Vivint, any person who had to undergo the company’s work training in California is owed pay for his or her time, whether or not the employee was hired.

Overview of Vivint and California Work Training Laws

According to state law, California employers must pay all newly hired employees or applicants for the initial job training. The trainee must be compensated whether or not he or she is hired. Generally, the only time training, lectures, or seminars do not have to be compensated for by California employers is when the following occurs:

• Attendance is outside regular working hours
• Attendance is voluntary
• The training course, lecture or meeting isn’t directly related to the employee’s job
• The employees do not perform any productive work during the training
• Any pre-job training or education that is considered general-use and not specific to the job or company that hired them. Examples of this would be mandatory Continuing Educational Units or CPR certification.

Vivint is facing class action lawsuits alleging high pricing, aggressive marketing tactics, and employees being forced to undergo unpaid job training. Similarly to California state law, the federal Fair Labor Standards Act (FLSA) requires that employers pay employees for time spent on mandatory training.

Several law firms are investigating this matter regarding current, former, or even almost-hires of Vivint individuals who were never compensated for the mandatory training. Vivint employees who underwent training without pay may be eligible to join a free class action lawsuit investigation against the security company. Potential plaintiffs are advised to seek legal consultation before making any final decisions.

File a Vivint Class Action Lawsuit Today

If you underwent training with Vivint within the past four years and were not paid for training, you can participate in a the Vivint Training Class Action Lawsuit Investigation. The Vivint class action lawsuit may pursue compensation for employees who are owed wages for unpaid training and other wage and hour violations.