#CLASS ACTIO PERCENTAGE OF EMPLOYEES DRIVERS#
#CLASS ACTIO PERCENTAGE OF EMPLOYEES UPDATE#

They also alleged they were not provided worker protections under federal and state laws.Д«imbo uses independent distributors as well as employed drivers. The distributors claimed they were misclassified as independent contractors and denied health insurance, paid time off, and expense reimbursement. Bimbo BakeriesД«imbo-which owns baked goods brands that include Sara Lee, EntenmannвЂ™s, and ThomasвЂ™-agreed to a $3.5 million settlement in November 2012 with a group of Connecticut distributors. Under the terms, each of the 3,000 class members were entitled to approximately $2,350. The settlement provided eligible SuperShuttle franchisees/owner-operators compensation for unpaid wages, expense reimbursement, attorney fees, and more. SuperShuttle, an airport shuttle company operating in California, agreed to a $12 million worker misclassification settlement in June 2014. FedEx reached a similar deal worth $228 million in June 2015 with a class of California drivers. The settlement affects 12,000-13,000 drivers, some of whom will be paid tens of thousands of dollars. Since 2011, FedEx has worked with companies that directly employ drivers.

#CLASS ACTIO PERCENTAGE OF EMPLOYEES DRIVERS#

FedExДЇedEx agreed to pay delivery drivers in 20 states $240 million to settle allegations that the company misclassified drivers as independent contractors. In recent years, hundreds of lawsuits have been filed on behalf of Southern California truckers who work at the ports of Los Angeles and Long Beach. Drivers alleged they had to pay out of pocket for trucks and maintenance costs but were denied rights such as breaks and expense reimbursement. The lawsuit claimed that the drivers should be considered employees of the trucking companies, not independent contractors, and accused the companies of labor violations. District Judge Edward Chen rejected the settlement in August 2016 because he believed that on the whole, the proposed amount was вЂњnot fair, adequate, and reasonable.вЂќ Drivers SoCal Port TruckersДЄ $5 million class action lawsuit settlement was reached in July 2016 between several trucking companies and around 400 Southern California truckers.

#CLASS ACTIO PERCENTAGE OF EMPLOYEES UPDATE#

Uber also agreed to update some of its driver policies, allow signs soliciting tips to be place on the inside of cars, and aid in the creation of driver unions. The deal would have allowed the ride-sharing company to continue to classify its drivers as independent contractors. Uber proposed a $100 million settlement with 385,000 California and Massachusetts drivers in April 2016. Lyft also agreed to make changes to its terms of service that outline the reasons for which driversвЂ™ accounts can be deactivated. Under the settlement terms, which received preliminary approval in June 2016, drivers will remain contractors (not employees) but receive money to reimburse expenses such as gas and vehicle maintenance. Sharing Economy LyftДЄ judge approved a $27 million class action settlement in a case brought against Lyft on behalf of California drivers who claimed the ride-hailing company misclassified them as independent contractors.

These workers are found in virtually every sector of the economy, but tend to be concentrated in transportation, technology, car services, staffing, and the sharing or вЂњgigвЂќ economy.Д¬ encourages workers to look over the settlements below and contact us if they have reason to believe they too are being wrongly considered an independent contractor. Government prosecutions have resulted in numerous seven-figure worker misclassification settlements, but even larger settlements-many exceeding $10 million-have been reached in lawsuits brought by workers themselves.Д¬lass action lawsuits alleging that workers paid on a Form 1099 basis should actually be paid on a Form W2 basis may be able to recover back pay and other benefits for misclassified workers. Stepped up regulatory agency enforcement has put companies that misclassify workers on notice. Employee misclassification can also deprive governments of tax revenue and disadvantage employers who play by the rules. economy which robs workers of fair pay, benefits, and job security. Misclassifying employees as independent contractors is a growing problem in the U.S.

Class actio percentage of employees