Mediation and Class Certification

On Thursday, March 15, 2012, Quintilone & Associates attending mediation in the Tran v. A&G matter with renowned mediator Mark Rudy Esq. and counsel from the Bui v. A&G case in San Francisco, California. Though significant progress was made, the matter did not resolve.

Any witnesses with information regarding the case are encouraged to contact our offices to discuss the underlying claims in the case. 949.458.9675 for Quintilone & Associates for English and Spanish (ask for Fernando Guzman fxg@quintlaw.com) and 714.892.2154 for the Law Offices of John D. Trieu APC, john@trieulaw.com for English and Vietnamese speaking witnesses.  

About The Case

This blog is for informational purposes about a pending California class action lawsuit and how you can participate if interested.

The case is entitled Tran v. A and G, Inc., Orange County Superior Court Case No. 30-2010-00334726-CU-OE-CXC.

In or about January 2010, plaintiff Vu Tran, filed a class action complaint pursuant to Code of Civil Procedure section 382, on behalf of Plaintiff, and all employees, including but not limited to employees not classified as “Exempt” or primarily employed in executive, professional, or administrative capacities (i.e. “Non-Exempt Employees”) employed by, or formerly employed by A AND G, INC. WHICH WILL DO BUSINESS IN CALIFORNIA AS ALSTYLE APPAREL and ALSTYLE APPAREL & ACTIVEWEAR, and any subsidiaries or affiliated companies (hereinafter “Defendants"), within the State of California.

During the statutory liability period and continuing to the present ("liability period"), Defendants consistently maintained and enforced against Plaintiff the following unlawful practices and policies, in violation of California state wage and hour laws:

a)    requiring its Non-Exempt Employees within the State of California, to work at least five (5) hours without an uninterrupted meal period and failing to pay such employees one (1) hour of pay at the employees regular rate of compensation for each workday that the meal period was not provided, and/or to work at least four (4) hours, or major fraction thereof, without an uninterrupted rest period and failing to pay such employees one (1) hour of pay at the employees regular rate of compensation for each workday that the meal period was not provided as required by California state wage and hour laws.

b)    failed to pay its Non-Exempt Employees all earned wages upon separation from Defendants.

c)    failed to provide accurate itemized wage statements to its Non-Exempt Employees

d)  failed to pay earned wages including overtime premiums to its Non-Exempt Employees

e)    failed to reimburse necessary expenditures incurred in direct consequence of the discharge of its Non-Exempt Employees’ duties.

This blog is for informational purposes about the class action lawsuit and how you can participate if interested. 

We are looking for other employees who experienced similar mistreatment or former employees or former managers who have information regarding this conduct.  If you would like a copy of the Complaint or have any questions regarding this case please contact:

Richard E. Quintilone II, Esq.

Quintilone & Associates

22974 El Toro Road, Suite 100

Lake Forest, CA 92630-4961

Telephone: 949.458.9675

Facsimile: 949.458.9679

Email: Req@Quintlaw.Com 

Web: www.quintlaw.com

John D. Trieu, esq.
Law Offices Of John D. Trieu,  APC
9211 Bolsa Ave., Suite 222
Westminster, CA 92683
Telephone:  714.892.2154
Facsimile  714.893.6710
john@trieulaw.com
www.trieulaw.com 

PLEASE BE ADVISED THAT ALL CALIFORNIA EMPLOYERS ARE STRICTLY PROHIBITED FROM RETALIATING AGAINST EMPLOYEES FOR PARTICIPATING IN OUR INVESTIGATION. 

If you feel that you or other workers have been subjected to retaliation or intimidation, please contact us or the California Department of Industrial Relations, Division of Labor Standards Enforcement immediately.  See http://www.dir.ca.gov/dlse/ Please contact us at the phone number or email address above so we may continue our investigation of the allegations in this case.