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22 March 2012 Trends in Wage and Hour Settlements: 2011 Update By By Dr. Denise Martin, Dr. Stephanie Plancich, and Janeen McIntosh 1 Cases alleging wage and hour violations are an ongoing source of potential liability for employers in the United States. A significant number of these cases continue to be filed, both in state and federal court, and companies continue to pay substantial settlements. Plaintiffs in wage and hour litigation allege that employers have failed to pay some compensation owed. Specific allegations may include off-the-clock work; unpaid overtime; missed, short, or late meal periods and rest breaks; misclassification of exemption status; failure to pay minimum wage; and/or improper tip pooling. We have expanded our analysis of settlements in wage and hour cases to include 107 cases settled in 2011. In total, from 2007 through 2011, our data now contains 344 settlements. 2 Aggregate settlement amounts for wage and hour cases have decreased in 2011: the mean settlement amount was $4.6 million for cases settled in 2011, lower than the mean in the prior four years. However, the pattern is different after controlling for the number of plaintiffs in the class and the length of the class period. The average per-plaintiff settlement amount has remained relatively steady at approximately $5,000 from 2009-2011, and the average per-plaintiff per-class period year settlement has increased from approximately $900 in the 2007-2010 period to $1,500 in 2011.

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Page 1: Trends in Wage and Hour Settlements: 2011 Update...22 March 2012 Trends in Wage and Hour Settlements: 2011 Update By By Dr. Denise Martin, Dr. Stephanie Plancich, and Janeen McIntosh1

22 March 2012

Trends in Wage and Hour Settlements: 2011 Update

By By Dr. Denise Martin,

Dr. Stephanie Plancich,

and Janeen McIntosh1

Cases alleging wage and hour violations are an ongoing source of potential liability for

employers in the United States. A significant number of these cases continue to be filed, both

in state and federal court, and companies continue to pay substantial settlements.

Plaintiffs in wage and hour litigation allege that employers have failed to pay some

compensation owed. Specific allegations may include off-the-clock work; unpaid overtime;

missed, short, or late meal periods and rest breaks; misclassification of exemption status;

failure to pay minimum wage; and/or improper tip pooling.

We have expanded our analysis of settlements in wage and hour cases to include 107 cases

settled in 2011. In total, from 2007 through 2011, our data now contains 344 settlements. 2

Aggregate settlement amounts for wage and hour cases have decreased in 2011: the mean

settlement amount was $4.6 million for cases settled in 2011, lower than the mean in the

prior four years. However, the pattern is different after controlling for the number of plaintiffs

in the class and the length of the class period. The average per-plaintiff settlement amount

has remained relatively steady at approximately $5,000 from 2009-2011, and the average

per-plaintiff per-class period year settlement has increased from approximately $900 in the

2007-2010 period to $1,500 in 2011.

Page 2: Trends in Wage and Hour Settlements: 2011 Update...22 March 2012 Trends in Wage and Hour Settlements: 2011 Update By By Dr. Denise Martin, Dr. Stephanie Plancich, and Janeen McIntosh1

www.nera.com 2

Trends in Settlements

Throughout 2011, wage and hour cases continued to settle at a steady pace. We identified 107

settlements in 2011, slightly more than the approximately 90 identified cases settled in both

2009 and 2010 and well above the publicized settlements in 2007 and 2008 (Figure 1).3 As we

discussed in our original paper, the increase in settlements may reflect an increase in the number

of settlements reported rather than an increase in the number paid.

0

20

40

60

80

100

120

2007 2008 2009 2010 2011

Nu

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esFigure 1. Settled Wage and Hour Cases by Year

For 78 cases in our database, the settlement amount was confidential and not reported in public

documents. To resolve the 266 non-confidential wage and hour cases settled between 2007

and 2011, a total of $2.3 billion was paid, for an average of $8.5 million per case. The median

settlement—the settlement at the 50th percentile of the distribution—was $2.5 million.

Aggregate settlement amounts have continued on a downward trend from 2007 through 2011.

By year, the average settlement amounts per case decreased from over $20 million in 2007, to

under $5 million in 2011 (Figure 2).

Page 3: Trends in Wage and Hour Settlements: 2011 Update...22 March 2012 Trends in Wage and Hour Settlements: 2011 Update By By Dr. Denise Martin, Dr. Stephanie Plancich, and Janeen McIntosh1

www.nera.com 3

Average settlements can be affected by outliers—for example, a few very large settlements

can lead to a big increase in the average. Here, though, outliers do not explain the observed

decreasing trend. Median settlements, less affected by any outliers, also declined between 2007

and 2011, in tandem with average settlements. The median settlement in 2011 was $1.6 million,

down from $12.8 million in 2007 (Figure 3).

$0

$5,000,000

$10,000,000

$15,000,000

$20,000,000

$25,000,000

2007 2008 2009 2010 2011

Sett

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t

Figure 2. Mean Settlement Amount by Year

$0

$2,000,000

$4,000,000

$6,000,000

$8,000,000

$10,000,000

$12,000,000

$14,000,000

2007 2008 2009 2010 2011

Sett

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ent A

mo

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Figure 3. Median Settlement Amount by Year

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www.nera.com 4

Substantial variation exists in settlement amounts across cases. Approximately 27% of the cases

settled for less than $1 million, while 12% settled for $20 million or more (Figure 4).

0

10

20

30

40

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60

70

Under $500,000

$500,000 - $1,000,000

$1,000,000 - $2,500,000

$2,500,000 - $5,000,000

$5,000,000 - $10,000,000

$10,000,000 - $20,000,000

$20,000,000 - $50,000,000

$50,000,000 and Above

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Figure 4. Settled Wage and Hour Cases by Settlement Amount

The distribution of aggregate settlements has shifted over time. In 2007 and 2008, very few

identified settlements were less than $1 million. In 2009, 2010, and 2011, we find an increased

proportion of these lower-valued settlements in the data, which brings down both the overall

average and the median settlement amounts (Figure 5).

As noted in our original paper, the lack of settlements less than $1 million in 2007 and 2008

may be a result of data limitations to the extent lower-value settlements were systematically less

publicized in earlier years. Alternatively, it is possible that fewer lower-value settlements were

made in 2007 and 2008, perhaps reflecting differences in the underlying characteristics of the

cases resolved during this time period. In 2011, the majority of cases settled for between

$1 million and $2.5 million.

Page 5: Trends in Wage and Hour Settlements: 2011 Update...22 March 2012 Trends in Wage and Hour Settlements: 2011 Update By By Dr. Denise Martin, Dr. Stephanie Plancich, and Janeen McIntosh1

www.nera.com 5

Characteristics of Settled Cases

Case-specific factors will affect the aggregate settlement amount for any case. These factors

include, but are not limited to, the size of the potential class, the duration of any alleged class

period, the number and type of allegations made in each case, and the jurisdiction involved.

While the public data on these case-specific factors is somewhat limited, where available, we

collected data on these case characteristics for settlements in our database. With this data, we

can see how settlements vary with these characteristics, as well as how the characteristics vary

over time.

Settlements by Number of Plaintiffs and Class Period Years

The size of the damages alleged may be one of the factors affecting settlements. As such, two

particularly important drivers of the variability in wage and hour settlements are likely to be the

number of class members and the duration of the class period. Plaintiffs’ alleged damages are

often a function of the number of work-days in the class: more plaintiffs and a longer class period

will lead to more work-days and higher alleged damages.4

For 263 of the 344 cases in our data, we were able to determine the number of plaintiffs

participating in the litigation from the information published at the time of settlement.

As shown below, approximately 150 of the cases had fewer than 1,000 plaintiffs, while a

handful—six cases—had more than 100,000 plaintiffs (Figure 6).5

0

5

10

15

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30

Under $500,000

$500,000 - $1,000,000

$1,000,000 - $2,500,000

$2,500,000 - $5,000,000

$5,000,000 - $10,000,000

$10,000,000 - $20,000,000

$20,000,000 - $50,000,000

$50,000,000 and Above

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Figure 5. Distribution of Settlement Amount By Year

2007 2008 2009

2010 2011

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www.nera.com 6

Limiting the sample to cases with information on both the number of plaintiffs and size of the

settlements, we find that, as expected, settlements significantly increase with the number of plaintiffs

in the case.6 In addition, we found that settlements ranged from less than $100 per plaintiff to over

$25,000 per plaintiff (Figure 7). On average, from 2007 through 2011, the per-plaintiff settlement

amount was approximately $5,600, and the median was approximately $2,700.

48

66

36

41

22

14

23

7

24

0

10

20

30

40

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Fewer than 100

100 - 499

500 - 999

1,000 - 2,499

2,500 - 4,999

5,000 - 9,999

10,000 - 49,999

50,000 - 99,999

100,000 - 199,999

200,000 and More

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Figure 6. Settled Wage and Hour Cases by Number of Plainti�s

0

10

20

30

40

50

60

70

80

90

100

Under $100

$100 - $499

$500 - $999

$1,000 - $4,999

$5,000 - $9,999

$10,000 - $24,999

$25,000 and Above

Nu

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es

Figure 7. Settled Wage and Hour Cases by the Average Settlement Value Per Plainti�

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www.nera.com 7

Mirroring the decline in average aggregate settlement values since 2007, average settlement

values per plaintiff also dropped initially. But more recently, average settlement values per

plaintiff have stabilized. The average per-plaintiff settlement in 2011 (approximately $5,000) was

similar to the 2009-2010 averages (Figure 8).

Figure 8. Average Settlement Value Per Plainti� by Settlement Year

$0

$2,000

$4,000

$6,000

$8,000

$10,000

$12,000

$14,000

2007 2008 2009 2010 2011

Sett

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ent V

alu

e

The average settlement values per plaintiff also appear to be affected by the number of

plaintiffs in a case. The underlying data reveal that the handful of cases with very large numbers

of plaintiffs (over 50,000) tended to have smaller per-plaintiff averages than cases with fewer

plaintiffs. In 2011, there were no cases settled with more than 50,000 plaintiffs.

For 161 of the 366 settlements in our data, we were able to extract the number of years in the

class or collective action period. We find that the duration of the class periods ranged from one

to 15 years, with five years being the most common (Figure 9).7

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www.nera.com 8

Cases with longer alleged class periods tend to have higher settlements.8 Over the entire period

(2007 through 2011), the average settlement amount per year of the alleged class period was

$0.9 million, ranging from a low of $30,000 to a high of $10.85 million per class year.

Approximately 30 percent of the settlements in our data (111 cases) had information on

settlement value, number of plaintiffs and length of the class period (Figure 10). For these cases,

we estimated that the average settlement amount per plaintiff-year was approximately $1,100.

Figure 9. Settled Wage and Hour Cases by Number of Years in Class Period

0

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35

40

45

50

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15

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Figure 10. Settled Wage and Hour Cases by the Average Settlement Value Per Plainti� Per Class Year

0

5

10

15

20

25

30

35

Under $100

$100 - $499

$500 - $999

$1,000 - $4,999

$5,000 - $9,999

$10,000 - $24,999

$25,000 and Above

Nu

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Page 9: Trends in Wage and Hour Settlements: 2011 Update...22 March 2012 Trends in Wage and Hour Settlements: 2011 Update By By Dr. Denise Martin, Dr. Stephanie Plancich, and Janeen McIntosh1

www.nera.com 9

Only a handful of the settlements per plaintiff-year were over $5,000, and just one case had a

per-plaintiff-year average of over $25,000. This case, a suit against MetLife Bank, involved 37

plaintiffs alleging misclassification and a two-year class period. It settled in 2011 for $2 million,

bringing the per-plaintiff-per class year average up to over $1,400 for the year (Figure 11).

Settled Claims by Type of Allegation and Jurisdiction

Other case-specific factors, including plaintiffs’ allegations and the jurisdiction in which the case

is brought, are also likely to have some impact on settlements.

While we are not able to capture case-specific information about the strength of particular

allegations in our database, we are able to collect data and classify allegations into a number

of broad categories. Wage and hour plaintiffs often make a number of allegations against an

employer in the same case. For example, allegations of off-the-clock work (including donning and

doffing cases) often go hand-in-hand with alleged overtime violations. Similarly, misclassification

cases are often linked to overtime or minimum wage claims. Considering all such allegations

over the period from 2007-2011, we find that over one-third of the allegations involved unpaid

overtime, and approximately one-fifth of the allegations related to off-the-clock work (Figure 12).9

Figure 11. Average Settlement Value Per Plainti� Per Class Year by Settlement Year

$0

$200

$400

$600

$800

$1,000

$1,200

$1,400

$1,600

2007 2008 2009 2010 2011

Sett

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Page 10: Trends in Wage and Hour Settlements: 2011 Update...22 March 2012 Trends in Wage and Hour Settlements: 2011 Update By By Dr. Denise Martin, Dr. Stephanie Plancich, and Janeen McIntosh1

www.nera.com 10

In 2011, the mix of allegation types for settled cases shifted slightly. Overtime claims made up

a higher proportion of the allegations in 2011 than in prior years, with approximately three-

quarters of all cases settled involving some type of overtime claim. Allegations relating to missed

meals and breaks also increased in 2011, and there was a relative increase in the number of

minimum wage claims included in settled cases in 2011 (Figure 13).

Figure 12. Settled Wage and Hour Cases by Allegation 2007 - 2011

Overtime; 39%

O�-the-Clock; 19%

Misclassification; 17%

Missed Meals and Breaks; 15%

Donning and Doffing;4%

Minimum Wage;3% Tip Pooling; 2%

Overtime

O�-the-Clock

Misclassification

Missed Meals and Breaks

Donning and Doffing

Minimum Wage

Tip Pooling

Figure 13. Settled Wage and Hour Cases by Allegation 2011

Overtime

O�-the-Clock

Misclassification

Missed Meals and Breaks

Donning and Doffing

Minimum Wage

Tip Pooling

Overtime; 44%

O�-the-Clock;

7%

Misclassification; 16%

Missed Meals and Breaks; 20%

Donning and Doffing; 5%

Minimum Wage; 5% Tip Pooling; 3%

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www.nera.com 11

Additionally, we looked at the distribution of settlements by state. Because settlements may

involve both FLSA and state cases—and may globally settle cases brought in multiple states—it

is difficult to identify many clear trends in settlements along this geographical dimension. In

all years, substantial wage and hour litigation activity occurred in California, both in terms of

number of settlements and total settlement amounts paid. This pattern continued in 2011.

Limiting to settled cases with known state information, we find that about 45% of aggregate

settlement payments were related to California cases this year, down from 75% in 2007

but higher than the 28% observed in 2009. At the same time, there was an increase in

New York settlements in 2011, with approximately 20% of all settlement spending related to

New York cases (Figure 14).

Figure 14. Distribution of Settlement Dollars Paid for Wage and Hour Cases by Year and State

75.0%

41.5%

28.0%

52.8%

45.1%

12.0%

0.0% 0.0% 0.8% 0.5%0.0%

4.0%

15.4%

6.4%

21.3%

13.0%

54.4%56.6%

40.0%

33.1%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

2007 2008 2009 2010 2011

California

Florida

New York

Other

Settled Claims by Industry

Another case-specific factor that may impact settlements is industry. Over half of the settlement

dollars over the 2007-2011 period were concentrated in two industries: the retail industry

accounted for over a third of the settlement dollars, while the financial services/insurance

industry represented over 20% of the total (Figure 15).

The average settlement amount also differed by industry. Over the 2007-2011 period,

settlements averaged over $16 million for cases in the retail and technology industries, while

cases involving defendants in the manufacturing industry settled for less than $3 million on

average during this period.

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www.nera.com 12

Some allegations are relatively concentrated in specific industries. For example, both the retail

and financial services/insurance industries have a substantial number of cases alleging overtime

and off-the-clock violations. The retail industry has the most cases alleging missed meals and

breaks, while most of the misclassification allegations occur in cases filed against employers in

the financial services/insurance industrial group.

Conclusion

Companies continue to settle a number of wage and hour cases each year, with a large fraction

of these cases involving allegations of unpaid overtime or off-the-clock work. This trend has

continued into 2011.

The average settlement amount, however, has declined over this five-year period—the mean has

dropped from over $20 million to less than $5 million per case, and removing large outlier cases

from the analysis does not substantially change this pattern.

When we control for the number of plaintiffs in a case and years in the class period, however, we

observe a relative increase in the average 2011 payment.

Even after controlling for number of plaintiffs and length of class period, we still see substantial

variation in the magnitude of wage and hour settlements across cases. This variation is likely tied

to the nature of the allegations, jurisdiction, and relative strength of the plaintiffs’ claims, and can

be investigated further as the size of our dataset increases.

Figure 15. Settlement Dollars by Industry

Telecommunications/Utilties, 5%

Other; 12%

Financial Services/Insurance; 21%

Food & Food Services; 5%

Transportation/Shipping; 7%

Retail; 35%

Technology; 7%

Healthcare/HealthcareServices; 4%

Manufacturing; 2%

Telecommunications/Utilities

Other

Financial Services/Insurance

Food & Food Services

Transportation/Shipping

Retail

Technology

Healthcare/Healthcare Services

Manufacturing

Page 13: Trends in Wage and Hour Settlements: 2011 Update...22 March 2012 Trends in Wage and Hour Settlements: 2011 Update By By Dr. Denise Martin, Dr. Stephanie Plancich, and Janeen McIntosh1

www.nera.com 13

Notes

1 We thank Mary Elizabeth Stern for her peer review and Neil Fanaroff and Shawn Qian for additional research assistance.

2 Data obtained from Law360 based on an evaluation of articles published between 1 January 2007 and 31 December

2011. Analysis also included a review of the Seyfarth Shaw annual litigation reports for 2007 through 2011. Additional

case-specific details were obtained from Factiva. While this data collection methodology yielded a substantial number

of wage and hour settlements, particularly those with large settlement amounts and/or large classes, it is not likely to be

comprehensive. Also, due to incomplete information, we excluded the Wal-Mart Multi-District Litigation settlement in 2008,

which resolved 63 wage and hour class action cases for over $600 million.

3 In this update, we supplemented our original data by expanding our review to include additional search parameters.

As such, the number of settlements reflected in this paper for the 2007-2010 period is higher than was reported in our

original paper.

4 One driver of class size and class period length is venue. Cases filed at the federal level, under the Fair Labor Standards

Act (FLSA), are typically “opt-in,” requiring plaintiffs to actively elect to participate in the class or collective action. Other

cases in state court may be “opt-out,” with all employees named in the complaint considered class members unless they

chose to withdraw from the class. Very large numbers of employees may be involved in these “opt-out” cases. States also

have different statutes of limitations related to wage and hour allegations, so alleged class periods may tend to be longer in

some jurisdictions than others.

5 Includes all settlements with known plaintiff counts, including those where the settlement amount was confidential.

6 Using regression analysis, we find that for the 218 cases in our database with counts of plaintiffs and settlement amounts,

there is a statistically significant positive correlation between settlement size and number of plaintiffs in the case.

7 Includes all cases with known class period information, including those with confidential settlement amounts.

8 Using regression analysis, we find that for the 120 cases in our database with known class periods and settlement amounts,

there is a statistically significant positive correlation between settlement size and number of years in the class.

9 Includes all cases with known allegation information, including those with confidential settlement amounts.

Page 14: Trends in Wage and Hour Settlements: 2011 Update...22 March 2012 Trends in Wage and Hour Settlements: 2011 Update By By Dr. Denise Martin, Dr. Stephanie Plancich, and Janeen McIntosh1

About NERA

NERA Economic Consulting (www.nera.com) is a global firm of experts dedicated to applying

economic, finance, and quantitative principles to complex business and legal challenges. For half

a century, NERA’s economists have been creating strategies, studies, reports, expert testimony,

and policy recommendations for government authorities and the world’s leading law firms and

corporations. We bring academic rigor, objectivity, and real world industry experience to bear on

issues arising from competition, regulation, public policy, strategy, finance, and litigation.

NERA’s clients value our ability to apply and communicate state-of-the-art approaches clearly

and convincingly, our commitment to deliver unbiased findings, and our reputation for quality

and independence. Our clients rely on the integrity and skills of our unparalleled team of

economists and other experts backed by the resources and reliability of one of the world’s largest

economic consultancies. With its main office in New York City, NERA serves clients from more

than 20 offices across North America, Europe, and Asia Pacific.

ContactFor further information and questions, please contact the authors:

Dr. Denise Martin

Senior Vice President

Employment and Labor Practice Chair

+1 212 345 5296

[email protected]

Dr. Stephanie Plancich

Senior Consultant

+1 212 345 7719

[email protected]

The opinions expressed herein do not necessarily represent the views of NERA Economic Consulting or any other

NERA consultant. Please do not cite without explicit permission from the author.