Dry Bar Employees Seek Wages for Off-the-Clock Work

A former Dry Bar employee claims she and many like her were harmed by violations of state and federal labor laws. Plaintiff Katie R. filed this salon wage violations lawsuit against Dry Bar in California.

The plaintiff alleges these claims on behalf of herself as well as others similarly situated employees. Allegedly, the plaintiff was working at Dry Bar as a stylist, shift lead, and assistant manager. She says she voluntarily terminated her employment around May of 2014 after working there for multiple years.

In the salon wage violations lawsuit, the plaintiff alleges that the defendant violated the California labor code in many different respects. This led to the filing of a lawsuit in order to recover compensation because of unpaid overtime wages. The employee says that having to work more than eight hours a day or forty hours in a week should have legally entitled her to overtime rates.

Those employees who allege violations of state and federal laws relating to wage and hours might pursue lawsuits with the help of an experienced attorney. The wage violations lawsuit says that Dry Bar operates hair salons with a minimal selection of services throughout California as well as the rest of the United States.

The services provided by the salons including conditioning and styling, as well as hair washing and drying. At all of these locations, some of the most common employees include assistant managers, shift leads, and stylists.

Katie claims that assistant managers were classified as salary exempt, meaning that they would receive the exact same salary for every two weeks worked, regardless of the amount of hours put in. Shift leads and stylists are allegedly paid separately from assistant managers because they are hourly paid employees, entitling them to overtime wages for those hours worked beyond eight in a given day, or 40 in a given work week.

Shift leads and stylists are encouraged to promote memberships, retail products, and up sell services, she claims. However, Katie alleges the commission wages earned by shift leads and stylists are not calculated when Dry Bar determines the regular rate of pay for the purposes of determining overtime.

The plaintiff alleges that Dry Bar reclassified her as salary exempt and began paying her a set salary every two weeks, regardless of the total number of hours she put in. She alleges that this is a violation of California labor laws.

The classification of employees as far as whether or not they are entitled to overtime can have important ramifications, if those employees allege that they were  improperly classified after the fact. Improper classification could entitle the employee to legal action, including recouping some of the compensation they would have otherwise been owed while working overtime.

When an employee learns that he or she has not been paid the appropriate wages for the classification of his or her job, this can lead to a lawsuit against the employer. Someone who carries out job responsibilities that would entitle them to overtime wages because the employer misclassified him or her can use this information to file a legal claim.

The Dry Bar Salon Wage Violations Lawsuit is Case No. CGC-15-540275 filed in the Superior court of California, city and county of San Francisco.

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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