PetSmart Groomers Win California Wage and Hour Suit

A California judge has given preliminary approval for a wage and hour class action lawsuit settlement between PetSmart and many of its pet stylists. The settlement will resolve numerous claims against PetSmart, including allegations that the pet corporation has not been properly paying pet stylists.

The stylists’ discontent came to a head in 2012, when four pet stylists sued a California PetSmart, claiming that they only made money from commissions. The pet stylists alleged that if the company found that the stylists could make more on commission than from their regular wage, they were assigned unpaid grooming tasks. The workers also claim that they were not paid for meal breaks, rest periods, or vacation time.

The California wage and hour suit potentially affects 19,700 current and former employees of PetSmart in California. Pet groomers will receive a fair settlement for the unpaid work they were forced to do; additionally, the company has changed its compensation method for pet stylists. The new method guarantees the workers will be paid for all hours worked. According to the settlement, each employee will receive an average of $645, with some receiving as much as the maximum payout amount of over $15,000.

U.S. District Judge Edward Davila has determined the PetSmart wage and hour settlement to be fair, and has granted preliminary approval to the settlement and the settlement class.

Overview of California Wage and Hour Policy

California’s labor law is considered one of the fairest and most proactive in the United States, with the state’s policies protecting basic wage and hour rights and ensuring overtime pay. While this wage and hour lawsuit was successful, there are many more employees who are not as lucky and are forced to contend with unpaid wages or unfair work conditions.

According to California’s labor law, the minimum wage is $10 per hour, with overtime rates kicking in when employees work over 40 hours in a week. Additionally, California’s wage and hour law prohibits employers from making employees work during meal or rest periods, and must either reimburse or add time for any interrupted breaks.

A number of employers have been accused of using unethical practices to avoid paying overtime wages. A common example of this is misclassifying employees as exempt from overtime pay, or calling them contract or management positions. Employers found to be in violation of California labor laws could face hefty fines, possible business shut downs, and legal challenges.

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.

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