Did 250 Fourth Development Employees Receive Full Wages for their Work?
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A recently filed California wage and hour lawsuit claims that 250 Fourth Development employees did not receive full hourly wages.
The Case: Olga Pyanova v. 250 Fourth Development L.P.
The Court: San Francisco County Superior Court of the State of California
The Case No.: CGC-24-617951
The Plaintiff: Olga Pyanova v. 250 Fourth Development L.P.
The plaintiff in the case, Olga Pyanova, filed a class action complaint after her short time employed by the Defendants, from March 2024 to May 31, 2024. As an hourly, nonexempt employee, Pyanova was entitled to meal breaks and rest periods required by law, as well as payment of minimum wage and overtime wages for all hours worked. During her time at the company, Pyanova claims she was required to work off the clock during her off-duty meal breaks. Additionally, the plaintiff claims the defendant's day-to-day operating procedure utilizes a standard practice of "rounding" time worked to the employer's benefit. During the course of her employment, Pyanova claims she (and other similarly situated workers) was paid less than she would have been paid if the company paid her for the actual time recorded instead of the adjusted "rounded" hours. The company also allegedly required mandatory temperature checks and COVID-19 screenings before clocking in for a work shift, resulting in more unpaid "off the clock" hours. In addition to unpaid off-the-clock work, the plaintiff claims that the company's non-discretionary incentive program (incentive wages based on performance) was not included in the employees' rate of pay when calculating overtime pay rates and meal and rest break premium pay, which resulted in alleged underpayment of both overtime pay and meal and rest break premium pay.
The Defendants: 250 Fourth Development L.P.
The defendants in the case, 250 Fourth Development, L.P., SFCanopy, LLC, and Paradigm Hotels Group LLC, were joint employers of Pyanova, the plaintiff, based on her paycheck, employee handbooks, and standard policies and procedures. The employer/defendant allegedly failed to provide their California employees with full required meal breaks and rest periods. The missed meal breaks and rest periods allegedly resulted in missed wages for employees. The defendant faces several violation allegations:
Minimum Wage Pay Violations
Overtime Wage Pay Violations
Meal Break Violations
Rest Period Violations
Wage Statement Violations
Business Expense Reimbursement Violations
Timely Payment of Wages Violations
Sick Pay Violations
The Case: Olga Pyanova v. 250 Fourth Development L.P.
In Olga Pyanova v. 250 Fourth Development L.P., the court must consider unpaid "off the clock" work issues and allegedly inaccurate timekeeping practices. In addition, the plaintiff's claims raise questions regarding reimbursement of necessary business expenses as workers needed to use their personal cell phones to complete their job duties.
If you have questions about filing a California wage and hour lawsuit, please contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Experienced California employment law attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.
