Curtis v. Irwin Industries, Inc.

Plaintiff, a former employee of Irwin, filed a putative class action alleging that the company denied him overtime pay, failed to give him meal and rest periods, and failed to pay him minimum wage for the 12 hours he was off duty. The Ninth Circuit held that plaintiff's claim for overtime pay was preempted under section 301 of the Labor Management Relations Act (LMRA), because California overtime law did not apply to an employee working under a qualifying collective bargaining agreement and he worked under such an agreement. The panel remanded plaintiff's remaining claims to the district court for it to address them in the first instance. View "Curtis v. Irwin Industries, Inc." on Justia Law