Quinones, Jr. v. UMVLT 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
- settlement
- State
- New York
- Circuit
- Second Circuit
Related Laws
No specific laws identified for this ruling.
Claim Types
Outcome
The parties reached a settlement in this Fair Labor Standards Act overtime compensation case. The court issued an order requiring the parties to submit the settlement agreement for judicial approval by June 7, 2021, and established requirements for the settlement to be deemed fair and reasonable.
What This Ruling Means
Quinones Jr. v. UMVLT LLC: Settlement Overview
What Happened
A worker named Quinones Jr. sued his employer, UMVLT LLC, claiming the company failed to pay overtime compensation as required by federal labor law. The case involved unpaid wages for extra hours worked beyond the standard workweek.
What the Court Decided
Rather than going to trial, the two sides reached a settlement agreement. The court required both parties to submit their settlement terms for approval by June 7, 2021. The judge set specific standards to ensure the settlement was fair and reasonable to the worker before allowing it to proceed.
Why This Matters for Workers
This case illustrates that workers can challenge employers over unpaid overtime. Companies cannot simply refuse to pay for extra hours worked. While the specific settlement amount wasn't publicly disclosed, the court's involvement ensured any agreement protected the worker's interests. If you believe your employer owes you overtime pay, this case shows the legal system provides a pathway to seek 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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