$12 million

Independent Contractor Misclassification

Rukin Hyland & Riggin LLP attorneys, together with co-counsel, reached a $12 million settlement on behalf of SuperShuttle drivers who worked for the company between May 8, 2004 and June 12, 2014.  Plaintiffs claimed that SuperShuttle misclassified van operators as “franchisees” or “independent contractors,” when they should have been “employees” and brought claims for unpaid minimum wage and overtime, reimbursement of expenses, repayment for coerced purchases, plus interest, penalties, liquidated damages, and other related remedies, as well as attorneys’ fees and costs.  Lawyers at our firm litigated the case for almost six years before reaching the successful settlement on behalf of the class.


$4.9 million

Unpaid Wages and Missed Breaks

On February 6, 2014, Rukin Hyland & Riggin LLP filed a class and collective action lawsuit in the Northern District of California against Farmers Insurance Exchange on behalf of a proposed class of current and former Personal Lines Claims Adjusters (“PLCAs”) who worked for Farmers in California. The complaint alleges that Farmers’ policies and practices (including, for example, the volume of work assigned and Farmers’ performance metrics) lead to PLCAs working off the clock–i.e. working without pay–before and after their scheduled shifts and during their meal and rest breaks.  After the hearing on Plaintiffs’ motion for class certification in early 2017, Farmers paid $4.9 million to resolve this class and collective action lawsuit.


Peter Rukin
Jessica Riggin
Rebecca Stephens

practice areas

Wage Claims

over $1.5 million

Sexual Harassment/Retaliation/Wage Claims

Rukin Hyland & Riggin LLP attorneys recovered over $1.5 million in wages, penalties, damages, and attorneys’ fees and costs in an action filed against Mini-Stor Ventures, LLC, Egan Properties, Inc., Michael Egan, and Rafael Convalescent Hospital on behalf of three former employees of a rental storage unit business, who asserted claims for sexual harassment, failure to prevent sexual harassment, retaliation, wrongful termination in violation of public policy, and intentional infliction of emotional distress. Plaintiffs also asserted wage and hour claims based on Defendants’ failure to pay overtime wages, failure to provide meal and rest periods, failure to provide itemized wage statements, waiting time penalties, and unlawful business practices. After resolving plaintiffs’ wage claims, Rukin Hyland & Riggin LLP attorneys continued to aggressively litigate plaintiffs’ sexual harassment and retaliation claims, ultimately reaching a successful resolution of their claims on the day before trial was scheduled to begin. For additional media coverage of the case, click here.