wagge and hour class and collective action...
TRANSCRIPT
Presenting a live 90‐minute webinar with interactive Q&A
Wage and Hour Class and gCollective Action SettlementsEvaluating Settlement Options and Negotiating the Damages Award
T d ’ f l f
1pm Eastern | 12pm Central | 11am Mountain | 10am Pacific
THURSDAY, FEBRUARY 7, 2013
Today’s faculty features:
Rachel M. Bien, Outten and Golden, New York
Gregory V. Mersol, Partner, BakerHostetler, Cleveland
The audio portion of the conference may be accessed via the telephone or by using your computer's speakers. Please refer to the instructions emailed to registrants for additional information. If you have any questions, please contact Customer Service at 1-800-926-7926 ext. 10.
Tips for Optimal Quality
S d Q litSound QualityIf you are listening via your computer speakers, please note that the quality of your sound will vary depending on the speed and quality of your internet connection.
If the sound quality is not satisfactory and you are listening via your computer speakers, you may listen via the phone: dial 1-866-819-0113 and enter your PIN when prompted Otherwise please send us a chat or e mail when prompted. Otherwise, please send us a chat or e-mail [email protected] immediately so we can address the problem.
If you dialed in and have any difficulties during the call, press *0 for assistance.
Viewing QualityTo maximize your screen, press the F11 key on your keyboard. To exit full screen, press the F11 key againpress the F11 key again.
Continuing Education Credits FOR LIVE EVENT ONLY
For CLE purposes, please let us know how many people are listening at your location by completing each of the following steps:
• In the chat box, type (1) your company name and (2) the number of attendees at your locationattendees at your location
• Click the word balloon button to send
Wage and Hour Class and Collective Action SettlementsCollective Action Settlements
February 7, 2013
Rachel Bien Gregory V. MersolOutten & Golden, LLP BakerHostetler3 P k A 29th Fl 1900 E t 9th St t S it 32003 Park Avenue, 29th Floor 1900 East 9th Street, Suite 3200New York, NY 10016 Cleveland, OH 44114Tel: 212.245.1000 Tel: 216.861.7935E il b@ tt ld E il l@b k lEmail: [email protected] Email: [email protected]
Today’s Topicsy p
• Evaluating when to consider settlementa ua g e o co s de se e e• Assessing risk of exposure and
calculating potential damagescalculating potential damages• Obtaining enforceable settlement
agreementsagreements• Tax considerations
5
When to Consider Settlement
• Timingg• Information• Practical considerations• Practical considerations
6
Timingg
• When an issue is discoverede a ssue s d sco e ed• When an individual claim is made• When a class/collective action has been• When a class/collective action has been
filed
7
Pre-Suit Settlements
29 U.S.C. section 216(c):
The Secretary is authorized to supervise the payment of the unpaid minimum wages or the unpaid overtime
i i l lcompensation owing to any employee or employees under section 206 or section 207 of this title, and the agreement of any employee to accept such payment shall upon payment in full constitute a waiver by suchshall upon payment in full constitute a waiver by such employee of any right he may have under subsection (b) of this section to such unpaid minimum wages or unpaid overtime compensation and an additional equal amountovertime compensation and an additional equal amount as liquidated damages.
F WH 58Form WH-58
8
The Bottom Line on Pre-Suit SettlementsSettlements
• You can likely settle state law wage and ou ca e y se e s a e a age a dhour claims
• You may not get a binding settlement ofYou may not get a binding settlement of FLSA claims without DOL approval
• But see Martin v Spring Break ’83• But see Martin v. Spring Break 83 Productions, L.L.C., 688 F.3d 247 (5th Cir. July 24 2012)July 24, 2012)
9
Timing: Individual Claimsg
10
Timing: Collective Actionsg
• Upon filing of suitUpo g o su• Prior to conditional certification• After conditional certification• After conditional certification• After a motion for decertification
11
Assessing Risk and Calculating ExposureExposure
12
The Parties Have Decided to Mediate But Discovery Has Only Just Commenced –How do the Parties Estimate Damages?• Engage in an informal exchange of information*:
– Payroll data,– Time records,– Documents reflecting relevant policies or practices,g p p ,– Financial information, if defendant is facing hardship.
*If complete data are too b rdensome or costl to*If complete data are too burdensome or costly to produce, a sampling of data is usually sufficient for settlement purposes.
• A Rule 30(b)(6) deposition may help to understand the data and clarify the policies atunderstand the data and clarify the policies at issue.
13
Which Categories of Damages Should I Include?Should I Include?
• Unpaid wages (in an overtime action)U pa d ages ( a o e e ac o )– At time-and-a-half or using fluctuating
workweek method?– Two or three year statute of limitations?– On a class-wide basis?On a class wide basis?
• Liquidated damages• Interest (if available under state law)• Interest (if available under state law)• Attorneys’ fees and costs
14
Defense Tangibles and IntangiblesIntangibles
• Importance to business modelpo a ce o bus ess ode• Ability to modify operations to avoid the
issueissue• Discovery burdens
“St h” f th fi ht• “Stomach” for the fight
15
Obtaining Enforceable Settlement AgreementsSettlement Agreements
• Key Issuesey ssues
16
How Does the Settlement Model Affect Damages?Affect Damages?• What is the scope of the release?
– Classwide?– Opt-in only?– General or limited to the claims brought in the g
litigation? • Will there be a claims process or will all class
members who do not opt out receive a settlementmembers who do not opt out receive a settlement award?
• Who will pay for the cost of administration?Will tt ’ f f th f d ill• Will attorneys’ fees come from the fund or will they be separately negotiated?
• Any other bargained for provisions, i.e., y g p , ,confidentiality?
17
Common Issues
• Court ApprovalCou pp o a• Confidentiality• Showing your work (making the case for• Showing your work (making the case for
approval)Cl A ti F i A t (“CAFA”)• Class Action Fairness Act (“CAFA”)
• Handling hybrid state law/FLSA claims
18
Common Settlement Issues (cont )(cont.)
• Treatment of named plaintiffsea e o a ed p a s• Agreements by counsel not to sue• Reversions• Reversions• Cy pres issues• Attorney fees
19
Common Settlement Issues (cont )(cont.)
• Scope of releaseScope o e ease• Opt-outs (state law)• Objections• Objections• Claim administration• Resolving problem claims, claimants, and
stragglers
20
Tax Issues
• Get a tax lawyer involved!Ge a a a ye o ed• Deduction by employer• Income to employee• Income to employee
– WagesLi id t d d– Liquidated damages
– Other payments
21
Tax Issues
• Consider addressing in the settlement Co s de add ess g e se e eagreement
• Beware collusion issuesBeware collusion issues
22