Steffans Legal files unpaid wage class action lawsuit in Middlesex County on behalf of Safelite technicians across Massachusetts seeking to recover unpaid wages for time they spent working during their unpaid meal breaks.
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Steffans Legal files nationwide class action in Boston on behalf of Liberty Mutual employees on a nationwide basis seeking to recover unpaid wages for time they spent logging into and booting up their computers.
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Last week a Massachusetts superior court judge granted Steffans Legal’s argument that plaintiffs in Massachusetts can proceed with claims relative to unreimbursed mileage expenses when their employer does not reimburse them at the standard IRS rate.
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On November 10, 2022 Steffans Legal filed a wage and hour class action against Ocean Spray alleging Ocean Spray violated Massachusetts and federal law by not paying employees for time spent donning and doffing personal protective equipment and for factoring in shift premiums into its calculation of overtime rates.
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On September 7, 2022 Steffans Legal filed a wage and hour class action against UPS alleging that UPS violated Massachusetts law by not providing employees with their final paychecks, including payment for unused vacation time, at the times required by Massachusetts law.
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On July 8, 2022 Steffans Legal filed a wage and hour class action against Starbucks alleging that Starbucks violated Massachusetts law by not providing employees with their final paychecks, including payment for unused vacation time, at the times required by Massachusetts law.
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In the case of Reuter v. City of Methuen, the Massachusetts Supreme Judicial Court held that employers are liable for triple damages for late-paid wages even if those wages are paid prior to an employee filing suit.
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On March 8, 2022 Steffans Legal and Connor & Morneau filed a wage and hour class action in Rhode Island federal court regarding Twin River’s alleged violations of the Fair Labor Standards Act and Rhode Island wage and hour laws.
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On February 1, 2022, Judge Mastroianni of the US District Court in Springfield denied an employer’s motion for summary judgment as to all but one of our client’s seven claims.
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On September 17, 2021, Steffans Legal filed a wage-and-hour class action in Middlesex County Superior Court against Bluemercury, Inc. regarding failure to pay premiums for hours worked on Sundays and certain holidays.
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On September 14, 2021, Steffans Legal, along with Fair Work P.C., filed a wage-and-hour class action in Barnstable County Superior Court against RISE Engineering, a division of Thielsch Engineering, Inc., regarding failure to pay overtime.
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On August 23, 2021, the Massachusetts Supreme Judicial Court provided helpful guidance on the issue of when a fee is a service charge, ruling that a disputed banquet/facility fee was, in fact, a ‘service charge.’
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On May 28, 2021, Steffans Legal filed a wage-and-hour class action in Oregon Federal Court against Nike, Inc., Nike Retail Services, Inc., and Converse, Inc. alleging these companies failed to pay employees for time spent during security bag checks.
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On April 19, 2021, Steffans Legal, along with Sommers Schwartz P.C., filed a wage-and-hour class action in the Northern District of Illinois on behalf of hourly employees of Cresco Labs.
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On March 26, 2021, Steffans Legal filed a wage and hour class action in Middlesex County Superior Court on behalf of current and former employees of UTS of Massachusetts, Inc. alleging that they were not reimbursed the IRS rate for work-related travel.
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On March 4, 2021, the United States District Court for the District of Massachusetts provided helpful guidance for those struggling to understand the difference between direct evidence and indirect evidence in employment discrimination claims.
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Are class action waivers signed by Postmates drivers enforceable? A recent Massachusetts Superior Court ruling says yes.
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The First Circuit Court of Appeals recently reinstated a workplace racial discrimination case where an employer terminated an employee after a customer complained about the employee and in doing so referred to the employees height, race, and Jamaican accent.
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In other words, everyone gets paid for a day’s work unless you work for the state.
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A recent Massachusetts court ruling provides guidance on whether an employer’s denial of a request for a schedule change as a reasonable accommodation violated the ADA and Massachusetts anti-discrimination laws.
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