Substantial Wrongful Death Settlement Reached After Tragic Mercer County Collision

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In a poignant resolution to a devastating tragedy, families of two brothers-in-law who perished in a fiery collision in Mercer County have secured a nearly $2 million settlement, highlighting the legal avenues for wrongful death redress in fatal accidents.

The Case: Ashley Reed et al. v. James W. Bilton et al.

The Court: Superior Court of New Jersey, Mercer County

The Case No.: MER-L-1631-19

The Incident: Ashley Reed et al. v. James W. Bilton et al.

The wrongful death case, Ashley Reed et al. v. James W. Bilton et al., started in the early afternoon of March 26, 2018. That afternoon, Arthur “Artie” Reed and Mark Leary, brothers-in-law, drove on Route 29 in Mercer County, New Jersey. The two were going to pick up Mark’s adopted son David from school, but they never made it. That day, just before 1 pm, a 2007 Mack dump truck headed northbound on the same road collided with the two men’s vehicle. The head-on collision resulted in Artie’s car being pinned under the dump truck, at which point the two vehicles burst into flames. Artie and Mark were trapped inside. Mark was incinerated, and flames engulfed critically injured and unconscious Artie.

Settling the case: Ashley Reed et al. v. James W. Bilton et al.

The families the men left behind filed a wrongful death lawsuit, which was finally settled after six years. DAT LLC (the dump truck owner involved in the collision) and the State of New Jersey were jointly responsible for paying the nearly $2 million settlement to resolve the suit.

The Plaintiffs Claim Two Parties’ Negligence Led to the Incident:

The collision was a horrific tragedy that the plaintiffs claim was due to the negligence of two other parties that day: the driver of the dump truck (along with the entity that owned the truck) and the State of New Jersey’s negligent design of that particular stretch of Route 29 (including the shoulder, clear zone, and steep drop off from the road to the grass against the roadway that feel below appropriate standards. The grieving families made it clear throughout the wrongful death lawsuit that they believed if the dump truck driver had kept his truck in its lane or if New Jersey had complied with state and federal design standards for that stretch of Route 29, both Mark and Artie would still be alive.

Mercer County Fiery Collision: The Nearly $2 Million Settlement

The nearly $2 million settlement consisted of two payments. The 1st payment was a policy limit offer from the DATLLC insurance company; the company was forced to close its business following the incident. The 2nd $950,000 payment came from the State of New Jersey. The settlement came after long, aggressive litigation.

If you have questions about filing a California wrongful death lawsuit, please contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Knowledgeable wrongful death attorneys are ready to assist you in various law firm offices in Riverside, San Francisco, Sacramento, San Diego, Los Angeles, and Chicago.

Evergreen and Pactiv Packaging Class Action Lawsuit: California Workers Due Wages

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In a California class action lawsuit, Evergreen and Pactiv Packaging are facing allegations they didn’t pay their employees the complete wages they are owed.

The Case: Latosha Dehart vs. Evergreen and Pactiv Packaging

The Court: Stanislaus County Superior Court of the State of California

The Case No.: CV-24-005982

The Plaintiff: Latosha Dehart vs. Evergreen and Pactiv Packaging

The plaintiff, Latosha Dehart, filed a class action complaint against Evergreen and Pactiv Packaging for allegedly failing to provide employees with timely, off-duty meals and rest periods.

The Defendant: Latosha Dehart vs. Evergreen and Pactiv Packaging

The defendant, Evergreen and Pactiv Packaging, allegedly violated several labor laws, including multiple California Labor Code Sections (§§ 201, 202, 203, 204, 210, 226, 226.7, 510, 512, 558, 1194, 1197, 1197.1, 1198, and 2802). The business practices and behaviors that constituted labor law violations were:

  • Not paying wages when due

  • Failing to meet minimum wage requirements

  • Failing to provide accurate overtime pay

  • Not reimbursing employees for work expenses

  • Failing to provide accurate itemized wage statements

  • Failing to offer employees mandatory rest periods and meal breaks

What to Do When You Aren’t Paid All Your Wages?

If you aren’t paid your full wages due, take the following steps to ensure you receive fair compensation:

Document your hours: Keep accurate records of all your hours, including overtime, as this will serve as essential evidence.

Review your wage statements: Regularly check your pay stubs to ensure they accurately reflect the hours worked and the wages owed.

Raise the issue internally: Report any discrepancies to your human resources department to allow them to correct any errors.

Consider joining the class action: If the issue is systemic, joining the lawsuit can provide a collective avenue for seeking redress.

Talk to a lawyer: Consult an employment law attorney and ask about recovering unpaid wages.

These proactive steps can help safeguard your rights and ensure you are fully compensated according to labor laws.

The Case: Latosha Dehart vs. Evergreen and Pactiv Packaging

The lawsuit alleges Evergreen and Pactiv Packaging failed to pay their employees for all the time they worked, an alleged California Labor Code violation. The case is currently pending in the Stanislaus County Superior Court of the State of California.

If you have questions about filing a California wage and hour class action lawsuit, please contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Knowledgeable employment law attorneys are ready to assist you in various law firm offices in Riverside, San Francisco, Sacramento, San Diego, Los Angeles, and Chicago.

Mossy Automotive Accused of Failing to Pay Full Wages

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Mossy Automotive is facing a wage and hour class action lawsuit alleging that the car dealer failed to pay its workers all their wages; the case spotlights potential systemic wage and hour issues.

The Case: David Bratt vs. Mossy Automotive

The Court: San Diego County Superior Court of the State of California

The Case No.: 24CU002277C

The Plaintiff: David Bratt vs. Mossy Automotive

The plaintiff, David Bratt, started working for Mossy Automotive in January 2023. Bratt worked for Mossy Automotive as a nonexempt hourly employee with non-discretionary bonuses. As such, he was entitled to minimum wage, overtime pay, meal breaks, and rest periods as outlined by labor law. He filed a class action complaint against the California employer, alleging they failed to compensate him for all his hours. According to the lawsuit, some nonexempt, exempt, piece-rate based, or commission-based employees from July 22, 2020, to the present may have been entitled to additional separate hourly compensation for the time they spent working on non-sales related job duties during their Mossy Automotive shifts.

The Defendant: David Bratt vs. Mossy Automotive

The defendant, Mossy Automotive, is a family-owned dealership providing automobiles, parts, and services for Nissan, Toyota, Ford, VW, Honda, Mitsubishi, and Infiniti vehicles in the San Diego area. According to the class action lawsuit, Mossy Automotive engaged in multiple wage and hour violations: failing to pay minimum wage and overtime wage, failing to provide meal breaks and rest periods, failing to provide reimbursements for business expenses, failing to provide wages on time, and failing to provide accurate itemized wage statements. These allegations constitute violations of numerous labor laws, including unfair competition in violation of California Labor Code Sections §§ 201, 202, 203, 204, 206.5, 226.7, 510, 512, 558, 1194, 1197, 1197.1, 1198 & 2802

How to Respond If Your Employer Doesn't Pay You the Wages You Deserve:

California employees who believe they aren't receiving their full wages per labor laws can take action through these simple steps:

Look at Your Pay Stubs: Keep an eye on your pay stubs so you are aware of any discrepancies.

Know Your Employment Terms: If you have an employment contract, refresh your memory of the terms of your employment and make sure you understand the terms.

Track Your Hours: Keep a detailed record of your work hours, including overtime.

Report Any Issues to HR: Initially address your concerns about discrepancies between your records and the company's records with the HR department; an internal resolution is the quickest outcome.

Join the Class Action: If there is already a class action in progress, and your issue mirrors your colleagues, consider joining the class action.

Seek Legal Counsel: Talk to an employment lawyer about filing a wage and hour claim.

These steps can help you actively pursue the full compensation you are entitled to while contributing to broader efforts to address systemic pay issues in the workplace.

The Case: David Bratt vs. Mossy Automotive

The lawsuit alleges Mossy Automotive failed to provide workers with all the wages they were due; which is an alleged California Labor Cod violation. The case, David Bratt vs. Mossy Automotive, is currently pending in the San Diego County Superior Court of the State of California.

If you have questions about filing a California wage and hour class action lawsuit, please contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Knowledgeable employment law attorneys are ready to assist you in various law firm offices in Riverside, San Francisco, Sacramento, San Diego, Los Angeles, and Chicago.

Seeking Justice: Lawsuit Claims PAQ, Inc. Failed to Pay Full Wages

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PAQ, Inc. is under legal scrutiny regarding wage compliance issues after Lorenzo Sibley filed a California employment law class action.

The Case: Lorenzo Sibley vs. PAQ, Inc.

The Court: San Joaquin County Superior Court of the State of California

The Case No.: STK-CV-UOE-2024-14148

The Plaintiff: Lorenzo Sibley vs. PAQ, Inc.

The plaintiff, Lorenzo Sibley, filed a class action complaint alleging that PAQ, Inc. violated the California Labor Code.

The Defendant: Lorenzo Sibley vs. PAQ, Inc.

The defendant, PAQ, Inc., allegedly failed to reimburse employees for required business expenses. Allegedly, this resulted in inaccurate and incomplete wages and wage statements. The allegations listed in the lawsuit include failing to pay minimum wage, failing to pay overtime wages, failing to pay wages when due, failing to reimburse employees for required business expenses, failing to provide workers with rest periods and meal breaks, and failing to provide workers with accurate itemized wage statements. These allegations would constitute violations of numerous California Labor Code Sections, including 201-203, 226, 226.7, 233, 246, 510, 512, 1194, 1197, 1197.1, 2802, and the applicable Wage Order(s).

What Steps Should You Take if You Aren't Paid Your Full Wages?

If you suspect you haven't been paid your full wages, here are practical steps to help you reach a satisfactory resolution:

  • Track Your Hours: Gather documentation of your work hours to compare it against the company's records.

  • Check Your Pay Stubs: When you are issued a pay stub, always check it for accuracy against your records.

  • Discuss Discrepancies with HR: Discuss discrepancies with your company's HR department.

  • File a Wage Claim: If the issue is not resolved internally, talk to a local employment law attorney about filing a wage claim.

Taking these steps helps secure your wages and reinforces the importance of fair labor practices within the workplace.

The Case: Lorenzo Sibley vs. PAQ, Inc.

The case, Lorenzo Sibley vs. PAQ, Inc., is currently pending in the San Joaquin County Superior Court of the State of California.

If you have questions about filing a California wage and hour class action lawsuit, please contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Knowledgeable employment law attorneys are ready to assist you in various law firm offices in Riverside, San Francisco, Sacramento, San Diego, Los Angeles, and Chicago.

Knight Group Class Action Lawsuit Addresses California Worker Concerns

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A recently filed class action alleges Knight Group violated labor law, leaving Californian workers with wage and hour concerns.

The Case: Michelle Phan vs. Knight Sacramento

The Court: Sacramento County Superior Court of the State of California

The Case No.: 24CV016958

The Plaintiff: Michelle Phan vs. Knight Sacramento

The plaintiff, Michelle Phan, filed a class action. Eligible class members are those employed by Knight Group as non-exempt, exempt, piece-rate-based, and/or commission-based employees in California from August 27, 2020, to the present. Some of these employees were allegedly entitled to additional hourly compensation to compensate for time spent performing any non-sales-related duties directed by Knight Group during their work shifts. Some employees are also due one hour of pay for their missed rest periods.

The Defendant: Michelle Phan vs. Knight Sacramento

The defendant, Knight Sacramento, operated car dealerships. The class action claims they violated multiple labor laws with standard operating practices that resulted in:

  • failing to pay minimum wage

  • failing to provide workers with rest periods

  • failing to provide workers with meal breaks

  • failing to reimburse employees for necessary business expenses

  • failing to provide employees with accurate itemized wage statements

  • failing to provide employees with wages when due

Do California Workers Get Rest Periods and Meal Breaks?

Yes, California employees should receive rest periods and meal breaks. If your employer does not offer you meal breaks and rest periods:

  • Understand Your Rights: Familiarize yourself with California labor laws regarding meal and rest breaks to understand what is owed to you.

  • Keep Records: Document all instances where breaks were denied or cut short.

  • Report Violations: Inform your HR department or supervisor about the missed breaks and request compliance with the law.

  • Join the Class Action: If a class action is already in progress, consider joining it to address the violations collectively.

  • Find an Attorney: Talk to an employment law attorney about your legal options.

The Case: Michelle Phan vs. Knight Sacramento

The case, Michelle Phan vs. Knight Sacramento, is currently pending in the Sacramento County Superior Court of the State of California.

If you have questions about filing a California wage and hour class action lawsuit, please contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Knowledgeable employment law attorneys are ready to assist you in various law firm offices in Riverside, San Francisco, Sacramento, San Diego, Los Angeles, and Chicago.

Challenging Break Violations: Class Action Lawsuit Against Pureserve Building Services

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Pureserve Building Services faces a class action lawsuit for allegedly failing to provide its employees with legally mandated meal and rest breaks, highlighting critical labor rights issues.

The Case: Petra Rios vs. Pureserve Building Services, Inc.

The Court: Monterey County Superior Court of the State of California

The Case No.: 24CV003470

The Plaintiff: Petra Rios vs. Pureserve Building Services, Inc.

The plaintiff, Petra Rios, filed a class action complaint claiming that Pureserve Building Services violated the California Labor Code by failing to pay workers for all of their hours. Rios worked for Purserve Building Services from July 2023 to September 2023.

The Defendant: Petra Rios vs. Pureserve Building Services, Inc.

The defendant, Pureserve Building Services, Inc., is a California janitorial services company with operations in Monterey, where the plaintiff worked. The company faces numerous labor law violation allegations, including:

  • failing to pay minimum wages

  • failing to pay overtime wages

  • failing to provide required meal and rest periods

  • failing to pay wages when due

  • failed to comply with itemized wage statement requirements

  • failing to reimburse for required business expenses

What Are Your Rights When Denied Meal and Rest Breaks?

If your California employer is denying your legally mandated meal and rest breaks, here are steps to protect your rights:

  • Understand Your Rights: Familiarize yourself with California labor laws regarding meal and rest breaks to understand what is owed to you.

  • Keep Records: Document all instances where breaks were denied or cut short.

  • Report Violations: Inform your HR department or supervisor about the missed breaks and request compliance with the law.

  • Join the Class Action: If a class action is ongoing, consider joining it to address the violations collectively.

  • Talk to an Attorney: Talk to an experienced employment law attorney, so they can point out any options for legal recourse.

Taking these steps can help secure the breaks you are entitled to and potentially recover damages for violations that have already occurred.

The Case: Petra Rios vs. Pureserve Building Services, Inc.

The case is currently pending in the Monterey County Superior Court of the State of California.

If you have questions about filing a California wage and hour class action lawsuit, please contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Knowledgeable employment law attorneys are ready to assist you in various law firm offices in Riverside, San Francisco, Sacramento, San Diego, Los Angeles, and Chicago.

Terra Vista Management Faces Labor Code Violation Allegations

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In a recent California class action, Terra Vista Management faces allegations of failing to pay its employees for all hours worked, sparking a broader discussion on compliance with California's Labor Code.

The Case: Shane Andersen vs. Terra Vista Management

The Court: San Diego County Superior Court of the State of California

The Case No.: 24CU006415C

The Plaintiff: Shane Andersen vs. Terra Vista Management

The plaintiff, Shane Andersen, filed a class action against Terra Vista Management, claiming they violated labor law. Andersen claimed the company failed to comply with labor law requirements for rest periods, meal breaks, minimum wage, and overtime pay.

The Defendant: Shane Andersen vs. Terra Vista Management

The defendant in the case is Terra Vista Management. The defendant's standard business practices allegedly required employees to miss meal breaks and rest periods regularly. According to the complaint, the company's standard business practices left employees missing rest periods and meal breaks, and plaintiffs also claimed the company failed to pay them for all the hours they worked.

How to Address Unpaid Wages When Your Employer Fails to Compensate for All Time Worked?

If you suspect your California employer has not compensated you for all the time you've worked, there are several steps you can take to address the issue:

  • Review Your Pay Stubs: To identify discrepancies, compare pay stubs against your work schedule.

  • Document Your Hours: Keep detailed records of your work hours; include your start and end times.

  • Speak to HR: Discuss discrepancies you identify with your human resources department for clarification and potential resolution.

  • Consult an Attorney: If the problem is not addressed internally, seek legal advice to understand your rights and discuss filing a wage claim.

These steps can help ensure you receive all the wages you are entitled to under the law.

The Case: Shane Andersen vs. Terra Vista Management

The case is currently pending in the San Diego County Superior Court of the State of California.

If you have questions about filing a California wage and hour class action lawsuit, please contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Knowledgeable employment law attorneys are ready to assist you in various law firm offices in Riverside, San Francisco, Sacramento, San Diego, Los Angeles, and Chicago.