Wage Theft Lawsuit Seeks Back Pay for Employees of Drybar Salons

A former salon employee has filed a Drybar wage theft lawsuit against her former employer. She claims that Drybar did not pay her properly for the time she worked for them.

Plaintiff Katie R. has filed this Drybar wage theft lawsuit against Dry Bar Holdings LLC, alleging they violated California labor code. She says that she was employed by Drybar as a stylist, a shift lead and as an assistant manager.

She claims in her Drybar wage theft lawsuit that when she was employed by Drybar as a stylist and as a shift lead, she was an hourly employee. Generally, hourly employees are considered non-exempt employees. This means that they are protected under wage laws and should be paid overtime as well as given proper meal and rest breaks.

When Katie was employed as an assistant manager, she says she was considered exempt and received the same pay every two weeks, regardless of how many hours she worked.

According to her Drybar wage theft lawsuit, Katie says that when she was a shift lead or a stylist, she was encouraged to up-sell services as well as sell retail products and memberships. For these sales, she claims, she received commissions.

She claims, “Dry Bar, however, does not include the commission wages earned by stylists and shift leads when it calculates the regular rate of pay for purposes of determining the overtime rate of pay.”

Because of this, her Drybar wage theft lawsuit alleges, she was not paid the proper amount of overtime wages when she worked more than eight hours per day or more than forty hours in a given week.

In addition to Drybar not paying her the proper amount of overtime pay when she was a stylist and a shift leader, when she was promoted to a salaried exempt assistant manager, she claims that she should have been paid for her extra work hours in that position.

For an employee to be truly “exempt,” a company must be able to prove that that employee does the work of a manager or at some level has some authority. Katie alleges in her Drybar wage theft lawsuit that this was not the case when she was promoted to assistant manager.

As an assistant manager, she alleges, Katie spent the majority of her time doing menial tasks like answering phones, selling products and memberships at the check in counter, operating the cash register and styling hair. Because of this, Katie says in her Drybar wage theft lawsuit, she worked overtime hours but was deprived of actual overtime pay.

Filing a Drybar Wage Theft Lawsuit

Katie is not the only employee or former employee of Drybar that has not been paid properly for the hours they worked for Drybar. In fact, in addition to the aforementioned grievances, other employees claim they were made to do certain tasks without being paid. These tasks include sweeping, cleaning the store and cleaning the bathrooms.

Drybar also allegedly did not give employees proper meal and rest breaks. Labor code delineates how often hourly employees must be given time to eat and take breaks. Allegedly, Drybar violated labor code by not allowing their hourly employees the proper amount and time for meal and rest breaks and overbooked clients so that workers did not have time to take breaks.

If you work for or worked for Drybar and believe you have been not paid properly for your work, you may benefit from speaking with an experienced attorney.

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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