Week Adjourned: 5.2.14 – Baby Powder, Aveda, Apple, Google, Intel, Adobe

The week’s top class action lawsuits and settlements. Top stories include Baby Powder cancer risk, Aveda interns, and the tech worker salary collusion settlement

Johnson Baby PowderTop Class Action Lawsuits

Talc Troubles? It’s one thing to file a consumer fraud class action lawsuit alleging mislabelling infractions regarding “all natural” and “ no preservatives”—for example, but a consumer fraud class action filed this week against Johnson & Johnson alleging its classic baby powder products are associated with a significant increase in the risk of ovarian cancer, well that’s just a whole different level of muckery. Why do I continue to be surprised by these things…

According to the baby powder lawsuit, filed by plaintiff Mona Estrada (Mona Estrada v. Johnson & Johnson et al., case number 2:14-cv-01051, in the U.S. District Court for the Eastern District of California) studies have shown a 33% increased risk for ovarian cancer associated with talcum powder among women who use it on their genitals. Yet the only warnings on the product labels tell users to keep the powder away from their eyes, avoid inhalation and to use externally. Estrada, who has used the product since 1950, claims she expected Johnson’s Baby Powder, made of scented talc, to be safe. Further, the lawsuit claims J&J has failed to disclose the information regarding ovarian cancer risk on its product labels.
“As a result of the defendants’ misrepresentations and omissions, plaintiff and the proposed class have purchased a product which is potentially lethal,” the complaint states. Estrada alleges she would not have purchased the powder had she been aware of the risk. You think? Thankfully, Estrada is not claiming any personal injury.

Estrada further alleges she has bought J&J’s powder since 1950 and believed all this time that the product was safe to use on any external part of her body, and that J&J encouraged women to use the product daily.

“Although the label has changed over time, the message is the same: that the product is safe for use on women as well as babies,” the lawsuit states. The lawsuit also states that J&J has known of studies showing that women who used talcum powder on their genital area had a higher risk of ovarian cancer, since at least 1982. Further, the author of a 1982 study was contacted by a J&J doctor who was told the company it should add a warning label to the bottle.

The talc lawsuit goes on to state that the American Cancer Society (ACS) allegedly said that a 2008 study, linking higher usage of talcum powder to increased risk of cancer, showed the powder “probably” increased the risk for cancer. The ACS compared talcum powder to asbestos, postmenopausal hormone therapy and radiation. Oh great.

The lawsuit claims J&J violated the California Consumer Legal Remedies Act and Unfair Competition Law, negligently misrepresented its powder and breached its implied warranty. This is going to be interesting. 

Beauty Blunder? Aveda Corp, and its parent company, Estee Lauder Inc, and are facing an employment lawsuit filed by a former beauty school student who alleges the beauty companies treat their trainees as unpaid employees in violation of state and federal labor law. There must be some law of physics that works something like—the larger the company the less they pay—or try to pay…

Filed by lead plaintiff Jazlyn Jennings, the lawsuit claims that Aveda uses students at its California cosmetology schools as unpaid workers, requiring them to provide full hair and beauty services to paying clients, while at the same time claiming to provide educational experience to those trainees. Yes—it’s an educational experience alright—just not the kind the students signed up for.

The nitty gritty—“The California defendants led plaintiff and others…to believe that they were paying tuition to learn the skills necessary to succeed in the glamorous profession of beauty and cosmetology. Instead, they converted students into student employees to profit from their free labor.”

According to Jennings, she trained at the Aveda Institute Los Angeles from April 2011 to June 2012, where she provided haircuts, makeup removal, manicures and other services to customers without being compensated for her labor.

Jennings alleges that the institute’s staff did not properly supervise students who shelled out “thousands or tens of thousands” to participate in its yearlong training program, providing just four supervisors for the 40 students working on the salon floor, in violation of state regulations.

In addition to the Aveda institute in Los Angeles, Jennings also names its San Francisco-based school, the Cinta Aveda Institute Inc., and its Southeast institute operator, Beauty Basics Inc., as co-defendants in the employment lawsuit. “[Defendants] could have hired employees who they would have had to have paid at least minimum wage but instead chose to displace such employees with the free labor they demanded of their student employees,” the lawsuit states.

Additionally, according to the allegations, students were compelled to sell Aveda products to the public, effectively transforming students into “non-commissioned salespeople.” And the litany of bad deeds goes on to include handing over of tips and insufficient or completely absent supervision—if that’s not a contradiction in terms… but you get the picture.

So—bottom line—by failing to pay its “student employees,” the complaint claims that Aveda violated the minimum wage requirements of both California labor law and the federal Fair Labor Standards Act (FLSA). Additionally, Jennings claims Aveda failed to pay overtime, did not provide proper meal and rest breaks, did not provide accurate wage statements and engaged in unfair business practices.

Heads up—Jennings is seeking to represent a class of individuals who provided beauty services or sold products to paying customers in the named Aveda institutes from April 22, 2010, to the present. The class may also include student employees who cleaned or provided support services to Aveda’s beauty institutes in California. 

Top Settlements

This settlement almost slipped under the radar this week—surprising given that the named defendants are Apple Inc, Google Inc, Intel Inc and Adobe Systems Inc. The tech worker settlement is, not surprisingly, pre-trial in the amount of $324 million—and it’s meant to end an antitrust class action lawsuit brought by by Silicon Valley tech engineers.

The lawsuit was filed in 2011, alleging that the four tech giants conspired to hold down salaries in Silicon Valley. You may remember some finger pointing at Steve Jobs over this one. In any event, the class action, filed in 2011 by Silicon Valley engineers, alleged that Apple Inc, Google Inc, Intel Inc and Adobe Systems conspired to refrain from soliciting one another’s employees in order to avert a salary war.

The trial, which will not be going ahead, surprise,surprise—was scheduled to begin at the end of May on behalf of roughly 64,000 workers who were seeking $3 billion in damages. Whoa Nelly—now that would have had an impact.
Ok—Folks—we’re done here—have a great weekend and we’ll see you at the bar!

Week Adjourned: 6.21.13 – Intern Pay, McDonald’s, Flonase

The top class action lawsuits and settlements for the week ending June 21, 2013. Top stories include intern pay, McDonald’s paying workers with plastic, and the much-awaited Flonase settlements.

FlonaseTop Class Action Lawsuits

Unpaid Interns Going for Big Payday… or at least their day in court. A former unpaid intern at Atlantic Records claims the record company required him to work full-time over eight months without pay, often 10 hours a day, according to a proposed employment class-action law suit filed in State Supreme Court in Manhattan.

Of note, the Atlantic Records class action is the first unpaid internship lawsuit to be filed against a music industry business, according to lawyers involved in lawsuit; the class action alleges that Atlantic Records and its parent, Warner Music Group Corp, violated New York State Labor law by requiring the intern, Justin Henry, of Brooklyn, to work full time without pay.

Henry was an intern in 2007 for Atlantic engaged in filing, faxing, answering phones and fetching lunch for paid employees, according to the suit. He alleges his internship existed solely for the benefit of Atlantic Records, and that he received no training or mentorship. Sadly, we’ve heard this before.

According to the Fair Labor Standards Act and New York Labor Law, unpaid internships must exist for training purposes and employers may derive “no immediate advantage” from the work provided by interns.

So, Henry is seeking to recover unpaid minimum wages ($7.15 per hour) and overtime, as well as attorney’s fees.

Plastic Pay at McDonald’s? No stranger to employment lawsuits, McDonald’s is facing a potential employment class action, with a new twist. The lawsuit was filed by an employee in Pennsylvania who alleges she was issued with a fee-loaded Chase Bank Debit card, instead of a paycheck. Yes, really.

Natalie Gunshannon, a 27-year old single mother, worked at McDonalds in Luzerne County, PA, at an hourly rate of $7.44 from April 24 through May 15. When she received her first paycheck, it was not a check at all but rather a JP Morgan Chase debit card which would cost her $1.50 for ATM withdrawals, $5 for over-the-counter cash withdrawals, $1 per balance inquiry, 75 cents per online bill payment, and $15 for a lost or stolen card. Nice. I wonder who thought this one up.

When Gunshannon asked if she could be paid by check she was allegedly told that the debit card was the only option. Furthermore, her future earnings would be deposited into the debit card account and she could access her money from there. “McDonald’s does not provide a choice for hourly employees to receive their justly earned wages through a bank check, cash or direct deposit,” the lawsuit said. Pennsylvania law states that employees are entitled to have a choice to be paid by check or cash.

Go get’em!

Top Settlements

Flonase Settlements Approved. GSK will have to pony up $185 million in two recently approved settlements involving the marketing—or not—of Flonase nasal spray. They were facing two antitrust class actions both of which allege that GSK deliberately prevented generic versions of Flonase nasal spray from going to market.

The Flonase settlements total $185 million, with $150 million designated for reimbursement to people and entities in the US who purchased Flonase directly from GSK at any time from May 19, 2004 until March 6, 2006. For complete information on this settlement, and to download forms, visit flonasedirectsettlement.com The case is, In re Flonase Antitrust Litigation, No. 08-CV-3149, is pending in the United States District Court for the Eastern District of Pennsylvania.

A second class involving those who indirectly purchased Flonase and generic Flonase—will receive reimbursement from a $35 million settlement fund. These class members include anyone who purchased Flonase or generic Flonase for personal, family or household consumption in the United States and its territories from May 18, 2004 through March 31, 2009. Also included in the class is anyone who made co-payments or other partial out-of-pocket payments through their health plans. For complete information on this settlement visit flonasesettlement.com The case is In re Flonase Antitrust Litigation, Case No. 8-cv-3301 and Medical Mutual of Ohio v. GSK, Case No. 12-cv-4212 in the Eastern District of Pennsylvania.

Okee dokee—that’s it for this week. A safe and happy weekend to all. See you at the bar!