Icenogle v. A & K Mini Storage, LLC
Case Details
- Nature of Suit — the legal category of the dispute
- Labor: Fair Standards
- Status — whether other courts must follow this ruling
- Unknown
- Procedural Posture — the stage the case had reached
- consent decree
- State
- Arkansas
- Circuit
- Eighth Circuit
Related Laws
No specific laws identified for this ruling.
Claim Types
Outcome
The parties settled their FLSA and Arkansas minimum wage claims. The court approved the settlement agreement as fair and reasonable after finding a bona fide dispute existed regarding plaintiffs' entitlement to minimum and overtime wages, and dismissed the case with prejudice.
What This Ruling Means
Icenogle v. A & K Mini Storage Settlement Summary
What Happened
An employee named Icenogle sued A & K Mini Storage, claiming the company failed to pay minimum wage and overtime pay as required by federal and Arkansas state law. This type of dispute—where workers believe they weren't paid fairly for their hours—is common in wage theft cases.
What the Court Decided
Rather than hold a trial, both sides reached a settlement agreement that the court approved. The judge found that both parties had legitimate reasons to dispute the wage claims, making settlement the practical solution. The case was dismissed, meaning it cannot be refiled.
Why This Matters for Workers
This case shows that wage disputes can be resolved through settlement without going to court. If you believe your employer underpaid you for minimum wage or overtime hours, you have legal options. While this settlement didn't report specific damages, workers in similar situations should document their hours carefully and consult about their rights to fair 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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