Staples Faces Class-Action Suit Over Wage-and-Hour Allegations

Posted by: Brian Schaffer

A wage-and-hour, class-action lawsuit accuses Staples of violating California labor laws by requiring employees to work off the clock, miss or shorten breaks, and perform tasks without pay.

What Off-the-Clock Work Does the Staples Lawsuit Allege?

The former employee alleges that workers had to assist customers, undergo bag checks after clocking out, and wait for time clocks without compensation. The complaint also alleges unpaid tasks before clocking in and work-related communications outside scheduled shifts.

What Break and Expense Claims Are Included?

The lawsuit further alleges unreimbursed business expenses involving uniform maintenance, personal cell phone use, and supplies. It also raises claims involving seating and meal and rest breaks.

Why Does Accurate Timekeeping Matter?

The complaint brings together several types of alleged wage-and-hour violations that can arise when recorded time doesn’t reflect all work performed.

An inquiry doesn’t establish that a claim exists, guarantee that the firm can accept the matter, or create an attorney-client relationship. This page provides general information, not legal advice. Don’t send confidential or time-sensitive information through an online form. Prior results don’t guarantee a similar outcome.

FREQUENTLY ASKED QUESTIONS

Is a bag check after clocking out compensable work time?

It can be under some state wage laws, depending on the circumstances. The Staples lawsuit alleges that employees underwent bag checks after clocking out and performed other tasks without pay. California courts have addressed employer-controlled exit procedures in evaluating compensable time. Whether a particular security check must be paid depends on the governing law and facts, including whether the activity is required and how much control the employer exercises over the employee during that time.

Can employees be required to help customers before clocking in or after clocking out?

An employer can set job expectations, but nonexempt employees generally must be paid for compensable work the employer requires or permits. If an employee assists customers, completes required paperwork, or performs other job duties outside recorded time, that can create a wage issue. The Staples complaint alleges both pre-shift and post-shift unpaid tasks. Workers evaluating similar practices should preserve schedules, time punches, manager instructions, and communications showing when the work occurred.

What happens if an employee’s meal or rest break is interrupted by work?

The answer depends on the applicable state law and the type of break. In California, meal- and rest-period rules impose specific requirements on covered employers, and an interrupted or noncompliant break can potentially trigger premium-pay obligations. Separately, under federal law, short rest periods that an employer provides are generally treated as compensable time. The Staples lawsuit includes allegations that employees worked through or shortened breaks, so both the actual break practices and governing law can matter.

Can unreimbursed work expenses be part of a California wage-and-hour case?

Yes. California law can require employers to reimburse employees for necessary expenditures or losses incurred in direct consequence of performing their duties. Depending on the job, disputed expenses might involve personal phones, mileage, supplies, uniforms, or other required costs. The Staples case notes expense allegations in addition to unpaid-time claims. Expense reimbursement is a separate issue from unpaid overtime, although both types of claims can arise from the same employment practices.

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