Attorneys fighting for your right to Fair Wages and Fair Treatment across California
Cases and Class Actions » Ornelas v Tapestry
The case, Frlekin v Apple, Inc, recently decided by our California Supreme Court, holds that the time spent going through security is time which the employer must pay for as part of the employee's wage.
If you were required to have your bags or purses or coats, etc., checked, either upon leaving the store or returning to it, you are owed money for that time - if you had to check out before going through that line..
IN PARTICULAR, if you didn't get a full 30 minutes for a meal break (after 5 hours' work and ALSO after 10 hours' work), then you are probably owed a meal break premium payment of one hour's wage.
The same is true if you missed a rest break. A rest break is 10 minutes of totally uninterrupted time. So if you wanted to leave the store and your break was shortened for a bag check, if you didn't get the full 10 minutes break, you would also be owed one hour's wage for that as well!
You're entitled to a 10-minute rest break about every 3.5 hours. So if you worked 10.5 hours or more, and you missed one of those rest breaks, you'd be owed that hour's wage.
Want to help us? Call us at 626-795-0205 or write us at Tom@falveylaw.com. Have schedules? Timesheets? Texts or emails talking about security checks or overtime or breaks? Pictures of security lines? Please send them our way.
Thanks in advance for doing yourself and your fellow employees the favor.
We expect that many of you have been wondering what’s happening in regard to this case.
In February, the court put a hold on our case, to see how the California Supreme Court ruled in another case altogether.
While we were scheduled to have a hearing on July 11, 2019, we don’t expect anything to happen until after the California Supreme Court makes its decision.
In the meantime, if you worked for Tapestry, Kate Spade, Stuart Weitzman Retail or Coach in California since August of 2014, please call us. We need to know of as many class members as possible, in order to prosecute our case. You can email me at firstname.lastname@example.org or call the office at 626-795-0205. We’d love to hear from as many employees at as many stores as possible.
And if you have any documents, e.g., schedules, texts, time sheets, earnings statements, anything relating to the time you worked or expenses you incurred, we’d be glad to see them.
Our office joined with Boyamian Law in filing both a Class Action and a Private Attorney General Action (“PAGA”) against Tapestry, Inc. (hereafter, “Defendant”) for work done at Tapestry locations in California for various matters relating to unpaid wages arising out of his employment. The case is on behalf of Sales Employees who worked at Kate Spade, Coach and/or Stuart Weitzman retail store locations in California during the Class Period of August, 2014 and forward.
The Class Action goes back to the end of August of 2014, four years before the filing of the complaint. The PAGA case only covers time worked going back to a year before we filed with the Labor Workforce and Development Agency (so it covers from August 31, 2017 forward).
The Plaintiff Sales Associate worked at a Stuart Weitzman retail (Tapestry) Store in Canoga Park (Los Angeles County) for Defendant. By this lawsuit, he seeks to represent those current and former Sales Associate employees who worked at other like institutions operated by the Tapestry in California during that time period.
We allege that the Tapestry failed to provide payment for all wages due, including minimum wage and overtime, and failed to provide adequate meal and rest periods. For each such missed meal and rest break, those employees were entitled to one hour of pay per day (i.e., 2 hours total per day). As a result, if our allegations are correct, Defendant likewise failed accurately report all wages earned, and hours worked.
At this point you can do one of several things if you worked in such a capacity for Coach, Kate Spade or Stuart Weitzman since August of 2014. You can help us by calling or emailing us, and providing us with the names and telephone numbers and contact information of people with whom you worked there. You can also provide us with copies of your work schedules and earnings statements, again going back to August, 2014.
If you do want to do something to possibly help yourself and us in helping such employees, however, we ask you either call us at 626-795-0205 or 818-547-5200. You might also wish to email us, and you can do so at email@example.com.
If you’re really of a mind to help us in our case, please send along any documents relating to your working there such as handbooks, employee manuals, timesheets or texts or email, that kind of thing. It's happened before. You never know how it might help now.
Thanks very much. We hope to hear from you soon.
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