Class Action Employment Law: Strength in Numbers

It is easier to ignore one small voice than the shout of a crowd!

California Class action

Over $250 Million has been awarded to UELG clients

 What makes a class action lawsuit?

Most people have probably received notices in the mail saying they might be part of a class action suit being filed, maybe you have as well. In some cases if you filled out their paperwork, sometime down the road you may get a small check for being included as a “named member” in the case.

Not exactly the life changing stuff of movies right? But before you get bored, LOOK AT THE AWARDS we have secured for our clients.

Our class action cases typically pay out more for two very important reasons:

  1. The Awards! Most clients who retain our services will be considered the class representative rather than just a member. This means that in most cases they are not only entitled to monies as part of the suit, but also incentive awards(subject to court approval). SOME CLIENTS HAVE RECEIVED EHANCEMENT AWARDS UP TO $30,000 AS THE CLASS REPRENTATIVE (exact amounts will vary and must be approved by the court).
  2. Class Action Employment Cases Tend to Pay More. California Law allows us to go back up to four years to collect unpaid wages, penalties and interest. Because of this, most employment class action suits pay out more than other cases filed.

We Are Not Just An Employment Law Firm:

Along with other national firms, we filed one of “the largest cases of its kind” on behalf of our clients, and customers were awarded $1 Billion dollars in the case against AT&T.

It is easier to ignore one small voice than the shout of a crowd.

A class action suit, or representative action, is filed when there are multiple employees who have been wronged in a similar manner. In some cases, we use an individual representing a larger group, (a class representative) or a conglomeration of separate complaints. Depending on the area of violation, the case will fall under state and or federal laws.


3 Keys Filing a Class Action:

    1. You Only Need a Single Plaintiff. California laws make filing a class action easier than some states by allowing you to open a suit with only one plaintiff (the wronged party)
    2. You DON’T NEED Multiple Plaintiffs. Additional plaintiffs are NOT needed to START a class action suit.
    3. You Usually Don’t Need A Lot of Time. Outside of filling out or providing initial paperwork and showing up for deposition, to which we will accompany you, you may be surprised at how little is required of you as a plaintiff. UELG will handle most of the work! But you must be fully committed to the class and be willing to go the distance, if necessary.

Why Should You File A Class Action Case?


Often it is much easier to win a case or get a good settlement when there are multiple employees who have experienced similar problems at work. Whether that’s DISCRIMINATION, SEXUAL HARASSMENT, WRONGFUL TERMINATION or WAGE AND HOUR violations, it can be much easier to prove that a company or supervisor has a habit of abuses and therefore strength each individual complaint. This can also mean better awards to each individual plaintiff as well.

To File a Class Action Lawsuit your case must pass the “CANT” test: 

  1. Commonality—the entire class must have one or more common complaints (i.e. a particular job title forced to work off the clock.)
  2. Adequacy—anyone included in the suit is best served by participating
  3. Numerosity—there are enough plaintiffs that it is better to file as a group than individually
  4. Typicality—The complaints are common to all Plaintiffs

One of the first things we do is examine your individual case to determine if you are best served as an individual or as a representative of a class action.

The sad truth is there will always be companies willing to put profits ahead of doing what’s right. That’s why I built United Employees Law Group to fight for the employee!

PAY NOTHING Until They Do!

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* In California you are entitled to overtime when you work more than 8 hours a day, the FLSA under Federal law mandates OT pay over 40 hrs worked in a week.


Are alternative work weeks legal? CLICK HERE.


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