FTG Aerospace Inc. Facing Class Action After Alleged Meal & Rest Period Violations

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According to allegations in a recent class-action lawsuit, FTG Aerospace Inc. failed to provide required meal and rest breaks for California employees. Blumenthal Nordrehaug Bhowmik DeBlouw LLP filed the class action lawsuit (Case No. 20STCV28767) in the Los Angeles Superior Court of California. 

Did FTG Aerospace Inc. Violate California Labor Law? 

The recent California class action alleges FTG Aerospace Inc. engaged in numerous California Labor Law violations: 

  1. Failure to provide required meal breaks

  2. Failure to provide mandatory rest periods

  3. Failure to provide employee wages when due

  4. Failure to pay employees minimum wage

  5. Failure to provide employees with overtime pay

  6. Failure to accurately record meal breaks and rest periods

  7. Failure to provide employees with accurate itemized wage statements

All of the above alleged actions are violations of California Labor Law and Wage Orders. The alleged violations could result in civil penalties. 

What Is an Act of Unfair Competition?  

Acts of unfair competition are typically actions, processes, or standards characterized by deceit, bad faith, fraud, or oppression that leave the victim prevented or otherwise inhibited from engaging in trade or business successfully. The FTG Aerospace Inc. class action includes allegations that the company’s company-wide policy generating a standard for overtime recording and calculation resulted in inaccurate overtime pay calculations and a failure to pay employees for all overtime hours worked accurately. The company’s intentional disregard of their legal obligation to accurately record overtime hours and calculate overtime pay rates left many employees underpaid. This is the type of company-wide policy or standard of operations considered an act of unfair competition.  

California Overtime Pay Requirements: 

California law requires employers to pay nonexempt employees daily overtime according to a specific overtime pay calculation: one and one-half times the employee’s regular pay rate. Overtime pay rates should be provided for any hours worked by non-exempt employees over 8 in one day, up to and including 12 hours in one workday. Overtime pay should also be provided for the first 8 hours worked on the seventh consecutive day worked in one workweek. 

If you need help with unpaid overtime pay, unpaid commissions, wrongful termination, or other California Labor Code violations, get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw LLP today. Experienced employment law attorneys are ready to assist you in any one of various law firm offices located in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.