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Sports Authority Class Action Settlement of Employee Wage & Hour Lawsuit Over Alleged Off-The-Clock Mandatory Security Checks

Sports Authority Class Action Settlement of Employee Wage and Hour Lawsuit Given Final Court Approval.

A federal judge has given final approval to the The Sports Authority class action settlement of the lawsuit filed against The Sports Authority in the U.S. District for the Northern District of California in Oakland (styled as Khanh Nielson v. The Sports Authority Case No. C 11-4724 SBA) alleging, among other things, that certain Sports Authority retail employees were subject to off-the-clock mandatory security checks of their personal belongings when they left the store, according to the Court’s order granting plaintiffs motion for final approval of the The Sports Authority class action settlement.

The Sports Authority class action settlement reportedly included all persons who are and/or were employeed as non-exempt retail employees by TSA Stores, Inc. d/b/a Sports Authority, in the State of California from August 22, 2007 through the present.  According to the final approval order, the Sports Authority class action settlement resolved plaintiffs’ wage and hour claims in the gross amount of $2,500,000.

The Court reportedly considered “the strength of the plaintiffs’ case; the risk, expense, complexity, and likely duration of further litigation; the risk of maintaining class action status throughout the trial; the amount offered in settlement; the extent of discovery completed and the stage of the proceedings; the experience and views of counsel; the presence of a governmental participant; and the reaction of the class members to the proposed settlement” and found that the Sports Authority settlement was fair, reasonable, and adequate.

If You Have Thoughts on the the Sports Authority Employee Wage & Hour Class Action Settlement, Share Your Sports Authority Class Action Comments Below.

{ 1 comment… add one }
  • William Taylor January 22, 2015, 4:15 pm

    I worked for sports authority for 7 years and as a manager I often had to work “volunteer time” in order to deal with the lack of staffing and over abundant work load. Mind you I was an hourly employee but paying overtime is discouraged in the company.
    this practice of working “volunteer time” was something my store and district managers were well aware of and whiletit’s not officially encouraged, it was NEVER discouraged.
    I was fired by them in may of last year due to the oh so subjective “performance review” which has no real set critique and is all subjective.
    even when I realized that my store managment was targeting and eliminating me I contacted the regional human resources.
    the hr rep should only be dealing with 1 region but was actually dealing with 3 regions due to lack of staff. She told me before even talking to me that I was more or less fired. She had made her decision based solely on what store managment told her.

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