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Sanchez Juarez v. 156-40 Grill LLC

E.D.N.Y.June 6, 2024No. 2:15-cv-05081
Plaintiff Win156-40 Grill LLC$25,000 awarded
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Case Details

Nature of Suit — the legal category of the dispute
710 Labor: Fair Standards
Status — whether other courts must follow this ruling
Unknown

Related Laws

No specific laws identified for this ruling.

Claim Types

Wage Theft

Outcome

The court ruled in favor of the plaintiff, finding that 156-40 Grill LLC engaged in wage theft by failing to pay overtime wages.

What This Ruling Means

**Sanchez Juarez v. 156-40 Grill LLC: Wage Theft Case** This case involved a dispute between worker Sanchez Juarez and 156-40 Grill LLC over unpaid wages. The employee claimed the restaurant failed to pay proper wages, which is commonly known as wage theft. This type of case typically involves employers not paying minimum wage, overtime, or withholding earned pay from workers. Unfortunately, the available court records don't provide enough information to determine how this case was resolved or what the final outcome was for either party. The case was filed in federal court in New York's Eastern District in June 2024, but the specific details of the decision remain unclear from the documentation. **What This Means for Workers:** Even though we can't see the final result of this particular case, it shows that workers have legal options when employers don't pay proper wages. Employees can file lawsuits in federal court to recover unpaid wages under federal labor laws. If you believe your employer has withheld wages, stolen tips, or failed to pay overtime, you may have legal rights to recover that money. Keep detailed records of your work hours and pay to support any potential claims.

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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