Caccavale v. Hewlett-Packard Company
Case Details
- Nature of Suit — the legal category of the dispute
- 790 Labor: Other
- Status — whether other courts must follow this ruling
- Unknown
- Procedural Posture — the stage the case had reached
- settlement
- State
- New York
- Circuit
- Second Circuit
Related Laws
No specific laws identified for this ruling.
Claim Types
Outcome
The court granted preliminary approval of a $625,000 settlement resolving FLSA and New York Labor Law wage-and-hour claims brought by current and former Unisys Field Service Engineers in New York for alleged failure to timely pay regular and overtime wages.
What This Ruling Means
Caccavale v. Hewlett-Packard Company Settlement Summary
What Happened
Current and former Field Service Engineers at Unisys Corporation filed a lawsuit claiming the company failed to pay them regular and overtime wages on time. The workers alleged the company violated federal wage laws and New York labor regulations by not compensating them properly for hours worked.
What the Court Decided
The court approved a settlement requiring Unisys to pay $625,000 to resolve the wage-theft claims. Rather than going to trial, both sides agreed to this settlement amount to compensate affected workers for unpaid wages.
Why This Matters for Workers
This case reinforces that employers must pay workers promptly for all hours worked, including overtime. When companies fail to do so, workers can take legal action to recover what they're owed. The settlement shows that courts take wage violations seriously and will hold employers accountable. If you believe your employer hasn't paid you correctly or on time, you have legal options to pursue compensation.
This summary was generated to explain the ruling in plain English and is not legal advice.
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This ruling information is sourced from public court records via CourtListener.com. Case outcomes, claim types, and summaries are extracted using AI analysis and may be incomplete or inaccurate. It is provided for informational and educational purposes only and does not constitute legal advice.
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