Minimum wage and meal breaks are at the center of a recently filed lawsuit against T.R.L. Systems, Inc. The employment law action was filed in Orange County Superior Court in California. The Plaintiff filed the employment lawsuit in October 2019. Plaintiff was a fire alarm technician who worked for T.R.L. Systems, Inc. between September 2017 and December 2018. Plaintiff is represented by California employment attorneys from the firms of Zakay Law Group, APC and Blumenthal Nordrehaug Bhowmik De Blouw, LLP.
According to the complaint, Defendant is a security solutions provider. Defendant offers security services to its clients in the commercial, healthcare, education, industrial, hospitality,
government, and transportation fields. Defendant was founded in 1981.
In the lawsuit, the Plaintiff is seeking to represent the State of California pursuant to the Private Attorneys General Act (PAGA), seeking damages for various violations of the California Labor Code associated with unpaid minimum wage, missed breaks, and other derivative violations.
The Complaint claims that the Plaintiff, and other employees who worked for T.R.L. Systems during the last year, were not afforded California compliant meal breaks and rest breaks. In effect, according to the complaint, Plaintiff often traveled between multiple worksites to perform work, making it impossible for him to take timely meal breaks as required by California law. Even worse, according to the Complaint, Plaintiff often clocked out for his meal break, but continued to work “off-the-clock,” resulting in unpaid minimum wage.
The lawsuit also alleges that T.R.L. Systems required Plaintiff to take the company vehicle home with him, but failed to pay him for the time he drove to the first work site in the morning, as he was dispatched from his home. This, according to the lawsuit, resulted in unpaid minimum wage and other related violations.
Furthermore, the complaint alleges that plaintiff engaged in post-shift duties. Specifically, Defendant required the plaintiff and other California employees to prepare an online report. But, this report was prepared after Plaintiff already clocked out for the day. This resulted in unpaid minimum wage because plaintiff was working “off-the-clock.”
The complaint, which was brought on behalf of the State of California and a group of aggrieved employees who worked for the Defendant in the last year, seeks monetary penalties for the above violations, and other violations associated with Defendant’s failure to pay its employees minimum wage.
If you think you are not being paid minimum wage in accordance with California law, please feel free to contact our California employment attorney for a free legal consultation.