Rodriquez v. Nike Retail Services, Inc.

In a recent California case, Rodriquez v. Nike Retail Services, Inc., the plaintiff brought a class action against his employer, Nike, for compensation for time spent during off-the-clock inspections. Nike required an inspection of the employees any time they left their retail store, after the employee had already clocked out of work. The U.S. Court of Appeals for the Ninth District held that, under California law, an employer must pay an employee for every hour that they have worked. The Court of Appeal reversed the District Court’s summary judgment in favor of Nike and remanded the case for further proceedings consistent with Troester v. Starbucks Corp., which held that the same federal de minimis doctrine does not apply to wage and hour claims under California Law. For further information, call Eskridge Law today or visit us online at http://www.EskridgeLaw.net.