Current Class and Collective Actions

Our Ohio employment law attorneys work for you

“This not only helped me but thousands of other people who were being taken advantage of.” – Sherry M.

Most of the wage law cases we handle at Nilges Draher LLC involve class actions and collective actions. This means that the employer has an illegal pay practice that applies to a group of similarly situated employees who have collectively acted against their employer.

We have earned the respect of our adversaries and of the courts as “abled and experienced counsel” in these types of cases. We have been successful in resolving many of these cases before filing a lawsuit. That’s because our adversaries take us seriously.

Class action and collective action cases we are currently handling

Bagnall v. First Choice Home Health of Ohio, Inc. – Our firm seeks to represent current and former hourly employees who were paid per visit and worked over 40 hours, but were not paid properly for the time they spent working.

Barber v. Park 100 Foods, Inc. – Our firm seeks to represent all employees involved in handling of food products and were required to wear sanitary clothing and protective equipment but were not paid for the time spent putting on and taking off the sanitary gear.

Brock v. Koppers Railroad Structures, Inc. – Our firm seeks to represent a class of current and former hourly employees who were not paid for the time they spent traveling to and from jobs that required an overnight stay.

Bufford v. Fannie May Confections Brands Inc. – Our firm seeks to represent all employees involved in handling of food products and were required to wear sanitary clothing and protective equipment but were not paid for the time spent putting on and taking off the sanitary gear.

Coker v. Beer Barrel, Inc. – Our firm seeks to represent current and former servers. Servers were required to spend a substantial amount of time performing non-tip producing side work. Servers performing non-tip producing side work were not compensated appropriately at the constitutionally mandated minimum wage.

Cordell v. Sugar Creek Packing Co. – Our firm seeks to represent a class of current and former employees who engaged in handwashing, donning of sanitary gear, and/or related travel.

Cowman v. New Sabina Industries, Inc. – Our firm seeks to represent current and former hourly employees who were not paid for time spent putting on or taking off required protective clothing.

Dixon v. Regional Express Inc. – Our firm seeks to represent all current and former hourly delivery drivers who worked 40 or more hours during a workweek at any time within the last three years.

Dye v. Knight Hawk Coal, LLC – Our firm seeks to represent current and former full-time hourly mining employees and were not paid for the time spent changing into or out of protective gear and gathering or returning safety equipment and tools that are required.

Everley v. Foresight Energy LLC – Our firm seeks to represent current and former hourly underground mining employees and were not paid for the time spent changing into or out of protective gear and gathering or returning safety equipment and tools that are required.

Frohlich v. Hexagon Manufacturing Intelligence, Inc. – Our firm seeks to represent a class of current and former employees who were not paid overtime for working more than 40 hours in a work week at a time and a half rate.

Gomez v. Athens Foods, Inc. – Our firm seeks to represent all employees involved in handling of food products and were required to wear sanitary clothing and protective equipment but were not paid for the time spent putting on and taking off the sanitary gear.

Haase v. Cameron Mitchell Restaurants, LLC – Our firm seeks to represent current and former servers. Servers were required to spend a substantial amount of time performing non-tip producing side work. Servers performing non-tip producing side work were not compensated appropriately at the constitutionally mandated minimum wage.

Hollifield v. The Hershey Company – Our firm seeks to represent all employees involved in handling of food products and were required to wear sanitary clothing and protective equipment but were not paid for the time spent putting on and taking off the sanitary gear.

Jurgens et al. v. Hendricks Regional Health – Our firm, along with Hassler Kondras Miller LLP, seeks to represent all current and former hourly employees who were provided sterile scrubs by Hendricks Regional Health and were required to change at work, and who worked 40 or more hours in one or more work week within the last three years.

Kirby v. American Sugar Refining, Inc. – Our firm seeks to represent employees involved in handling of food products and were required to wear sanitary clothing and protective equipment but were not paid for the time spent putting on and taking off the sanitary gear.

Kizeart v. Peabody Gateway North Mining, LLC – Our firm seeks to represent all employees who were required to wear protective clothing and equipment but were not paid for the time spent putting on and taking off the gear.

Lambert v. G Matss LLC, et al. – Our firm represents a class of employees defined as former and current non-salaried employees who were employed at Defendants’ business locations in New Jersey, Pennsylvania, and Virginia and who worked more than 40 hours in any workweek from December 17, 2015 to the present. In this case, the Named Plaintiff alleges that Defendants did not pay overtime at a rate of one and one-half times employees’ regular rates.

Marcy v. Select Medical Corporation, et al. – Our firm along with Coffman Legal seeks to represent all hourly direct care employees who were not paid for the time they spent working during their unpaid meal breaks.

Milburn v. Styx Acquisition, LLC d/b/a Buehler's Fresh Foods – Our firm seeks to represent current and former servers. Servers were required to spend a substantial amount of time performing non-tip producing side work. Servers performing non-tip producing side work were not compensated appropriately at the constitutionally mandated minimum wage.

Pogras v. JAG Healthcare Inc. – Our firm seeks to represent current and former hourly employees who experienced auto deducted 30-minute lunch break, even though the lunches are often missed or interrupted.

Popp v. Brewdog Brewing Co. LLC – Our firm seeks to represent current and former servers. Servers were required to spend a substantial amount of time performing non-tip producing side work. Servers performing non-tip producing side work were not compensated appropriately at the constitutionally mandated minimum wage.

Radcliffe v. Grinders and Such, Inc. – Our firm seeks to represent current and former servers. Servers were required to spend a substantial amount of time performing non-tip producing side work. Servers performing non-tip producing side work were not compensated appropriately at the constitutionally mandated minimum wage.

Santos v. Agave & Rye Limited Liability Company – Our firm seeks to represent current and former bartenders and servers. Bartenders and servers were required to spend a substantial amount of time performing non-tip producing side work. Bartenders and servers performing non-tip producing side work were not compensated appropriately at the constitutionally mandated minimum wage.

Shoemo v. Cedar Fair, L.P. d/b/a TGI Fridays – Our firm seeks to represent a class of current and former servers. Servers were required to spend a substantial amount of time performing non-tip producing side work. Servers performing non-tip producing side work were not compensated appropriately at the constitutionally mandated minimum wage.

Walters v. Professional Labor Group – Our firm represents a class of current and former hourly employees who were not paid for the time they spent traveling to and from jobs that required an overnight stay.

Ware v. Falcons Management Georgia, LLC – Our firm seeks to represent current and former servers. Servers were required to spend a substantial amount of time performing non-tip producing side work. Servers performing non-tip producing side work were not compensated appropriately at the constitutionally mandated minimum wage.

Zetzer v. Crown Battery Manufacturing Company – Our firm represents a class of employees defined as current and former hourly battery production employees of Crown Battery Manufacturing Company who worked 40 or more hours during a workweek at any time within the last three years.