Compliance Stuff

Target Corporation recently defeated class certification in a case pending in United States District Court for the Central District of California in  Montgomery, et al. v. Target Corp., et al.  The decision, authored by the Honorable Jesus G. Bernal, highlights the importance of the evidence presented in a motion for class certification, particularly in federal court. In this case, the plaintiffs alleged, among other things, that meal break premiums were not paid at the regular rate of pay (RROP) , that managers adjusted meal break time punches to cover up non-compliant breaks, that Target required on-premises rest breaks for a period of time, that employees were required to use their personal cell phones to look up items for customers without reimbursement, that employees were forced to clock out for meal breaks and continue working during the busy holiday periods, and that employees were forced to wait long periods to clock in for work without pay. In support of the motion ...

As we previously  blogged , effective July 1, 2025, Los Angeles County’s new  Fair Work Week Ordinance  requires qualifying retailers and grocers (300+ employees nationwide in unincorporated LA County) to give workers predictable schedules, advance notice, rest between shifts, and “predictability pay” for certain schedule changes. It also mandates recordkeeping, posting notices, and limits on hiring new staff before offering existing employees extra hours. Here’s a quick refresher on the key requirements: 1. Good Faith Estimate of Work Schedule Provide every new hire—and any current employee within 10 calendar days of request—a  written , non binding estimate of expected hours, days, locations, and potential shifts. If actual schedules deviate substantially (≥20% of hours, different days, location, or shifts outside the estimate in six of 12 weeks), document a legitimate business reason that is unknown at the time of estimate to substantiate the deviation. 2....