On September 10, 2021, a former employee of Ulta brought a class-action lawsuit against the beauty retailer for allegations of wage and hour violations.
The lead plaintiff, Dorcas-Cothy Kabasele was employed by Ulta in Northern California from June 2019 through March 2021.
Kabasele was an hourly, non-exempt employee who was a victim of multiple infractions.
Some alleged violations include the failure to pay some employees sick time, overtime, and premium time for missed breaks, denial of meal and break times, and issuance of inaccurate pay statements.
During her employment with Ulta, Kabasele and other employees allege they were denied meal and rest breaks as allotted by California law, and Ulta failed to compensate them appropriately.
This class-action lawsuit represents Kabasele and several specific classes of employees, including former and current non-exempt Ulta employees who experienced similar issues from September 10, 2018, through the date of the final judgment.
OVERVIEW OF THE CURRENT ULTA CLASS ACTION LITIGATION
According to the allegations of the lawsuit, Ulta paid non-exempt employees less than what is required under the sick leave and overtime laws.
Some employees were denied breaks and mealtimes due to work demands and staffing constraints. The company failed to compensate these employees at a premium rate when they missed breaks or compensated them at a lower rate.
Kabasele also alleges that Ulta provided inaccurate wage statements, showing net pay as $0.00 for the periods when Ulta violated the applicable labor laws.
The lawsuit also accuses Ulta of not paying former employees their earned but unpaid wages once they quit.Plaintiffs are demanding compensation for their unpaid wages, liquidated damages, punitive damages, and reimbursement of attorney fees.
OTHER ULTA LITIGATION IN THE UNITED STATES
This lawsuit is not the first class-action suit against Ulta. In fact, previous litigation involved California store managers who alleged misclassification.
This misclassification allowed Ulta to get away with not paying the managers overtime, despite them being tasked with some of the same duties as hourly employees.
Ulta expected general store managers to complete physical non-exempt responsibilities such as working cash registers, stocking and cleaning shelves, unloading merchandise from trucks, and waiting on customers. Ultimately, Ulta settled for $3.65 million.
CONTACT OUR CALIFORNIA CLASS ACTION LAWSUIT ATTORNEYS
When a group of employees shares a common complaint against a current or former employer, they can join together and bring a class-action lawsuit.
When you file a class-action lawsuit in California, it can ultimately hold an unscrupulous employer accountable for any wrongful actions against their employees.
Successful class action litigation will compensate past and current employees while also protecting future employees from enduring the same violations.
At the Workplace Rights Law Group, our highly skilled team of California class-action lawsuit attorneys vigorously defend California workers’ rights.
We have nearly 100 years of combined experience with federal and state employment laws, and we’ve recovered millions of dollars in compensation for our clients. With our expertise and proven record of success, we aren’t afraid to take on large companies like Ulta.
If you are a former or current employee at Ulta and believe you are a victim of wage and hour violations, you could be eligible to join the class-action lawsuit.
To learn more and see if you qualify, contact one of our California class-action lawsuit attorneys today. For a free case review, call our office at 818-334-6881 or use our online contact form.