In wage and hour news, on April 21, 2026, a former hourly employee filed a proposed California class action against a well-known consumer online review and local-business search platform alleging, among other claims, that the company failed to pay for “pre-shift” time spent waiting for work computers to boot up (and for additional login delays), because employees were trained to clock in only after accessing systems on their computers. The plaintiff also alleged that the company miscalculated overtime by excluding nondiscretionary bonuses and shift differentials from the regular rate of pay.

The suit further claims employees were required to use personal cell phones for work-related tasks without reimbursement of related business expenses. This recent class action lawsuit should serve as a reminder to all employers to review their time-clocking procedures to ensure

  1. they capture all compensable time under applicable law with respect to non-exempt (overtime eligible) employees,
  2. that nondiscretionary bonuses and shift differentials are properly factored into the regular rate of pay, and
  3. confirm that business expenses are reimbursed in accordance with applicable law.