Labor & Employment Law Daily Wrap Up, WAGE-HOUR—CLASS ACTIONS—Other litigation developments, (Aug 14, 2026)

By WK Editorial Staff

A roundup of court actions granting conditional certification of FLSA collective actions of interest to the labor and employment community.

Maintenance assistants were granted approval of notice to be sent to proposed collective in a wage dispute asserting their employer miscalculated their regular rates of pay and their overtime pay by failing to include sign-on bonuses and cost-of-living-adjustment payments in regular rates of pay, paying straight time for overtime hours, and not including training hours as time worked; FLSA collective (Nelson v. Sub-Zero, Inc., No. 25-cv-464-jdp (W.D. Wis. July 2, 2026)).

Security officers were granted a motion for court-authorized notice of a collective action limited to five client sites in Michigan and one in Indiana, in which it was alleged that employees were subject to a common policy involving “pass-down” work performed outside of their scheduled shifts; FLSA collective (Sims v. American Heritage Protective Services, Inc., No. 24 CV 5620 (N.D. Ill. July 7, 2026)).

Crude-oil truck drivers alleged that they routinely worked in excess of 40 hours per week, that they regularly spent 20 to 25 hours each week performing tasks unrelated to hauling loads, that drivers remained on duty and were unable to use the time for their own purposes, and that none of this time was compensated, but the employer classified drivers as overtime exempt; FLSA collective (Baker v. Ricky Shuler Trucking Inc., No. 1:24-cv-1144 SMD/LF (D.N.M. July 17, 2026)).

Production employees alleged they were required to complete off-the-clock work in pre- and post-shift periods, including walking to the “Boot Room,” putting on and taking off personal protective equipment (PPE), and engaging in pre- and post-shift briefings without compensation; FLSA collective (Bello-Lafredes v. C&H Sugar Co., No. 24-cv-07006-JD (N.D. Cal. July 20, (2026)).

Call center agent was granted enforcement of a pre-discovery motion for conditional certification of a collective in a suit alleging the employer failed to pay employees for all hours worked; FLSA collective (Butler v. Specialized Loan Servicing LLC, No. 24-cv-01087-PAB-SBP (D. Colo. July 22, 2026)).

Detention officers who worked at an ICE facility were granted a motion for judicially supervised notice of collective action alleging that they regularly worked in excess of 40 hours during a workweek without overtime pay; FLSA collective (Gomez v. Global Precision Systems, LLC, No. EP-21-CV-00269-DCG (W.D. Tex. July 24, 2026)).

Restaurant servers alleged that on nights when the restaurant’s general manager bartended, which took place approximately three nights per week, he would participate in a tip pool, such that the employer required employees to share gratuities with a manager; FLSA collective (Shahriar v. Manor Restaurant Group, LLC dba Latitude 39, No. 26-CV-01589 (JAV) (S.D.N.Y. July 28, 2026)).

Sales agents for an insurance company alleged the employer failed to properly compensate them where it added a fixed 4.8 minutes of pay for computer startup and shutdown activities for each shift but failed to pay them for no less than 17 minutes per day of work performed in connection with off-the-clock work activities; FLSA collective (Dotson v. TZ Insurance Solutions, LLC dba Transact, No. 25-13323 (BRM) (MAH) (D.N.J. July 29, 2026)).

Paramedic alleged that the employer did not compensate employees the required premium overtime rate, but paid nondiscretionary bonuses and shift differentials that it failed to include in regular rates of pay; FLSA collective (Bohr v. West Shore Advanced Life Support Services, Inc. dba Geisinger Emergency Medical Services, No. 4:25-CV-01103 (M.D. Pa. July 31, 2026)).

Restaurant employees were granted motions for Rule 23 class and FLSA collective action certification based on allegations that the employer employed unlawful policies and practices that withheld tips, forced off-the-clock work, and denied earned overtime; FLSA collective and Rule 23 class (Hancock v. Ah-Ha Chocolates, Fudge & Ice Cream Corp., No. 22 CV 00623 (N.D. Ill. July 31, 2026)).

Cases: WageHour ClassActions WorkingTime Overtime