Bradley was paid hourly and non-overtime exempt. He was hired as a full-time line technician for the production of Gatorade from February 2017 until he was allegedly unlawfully fired by PepsiCo in June 2022. By 2020, Bradley’s job title as Gatorade plant worker was “Operations Tech Line IV – Filler”, which required him to work additional duties, including Sunday Startups and Clean in Place (CIP) activities.
According to Bradley’s lawsuit, he first asked about retroactive monies owed for unpaid wages in 2019, and he complained about the company’s mistreatment of him for three years, from 2020 through 2022. His complaints fell on deaf ears – Bradley never received overtime pay.
READ MORE WRONGFUL TERMINATION LEGAL NEWS
- Defendants committed violations of the FLSA by failing to compensate Plaintiff at the legally appropriate overtime rate for hours worked in excess of 40 hours in a given workweek.
- Defendants willfully reduced the number of hours Plaintiff actually worked.
- Defendants would manipulate the work time records for Plaintiff to reduce for pay purposes the number of hours he actually worked in a work week.
- Defendants would require Plaintiff to work hours off the clock.
- Defendants have wilfully, intentionally, and/or recklessly engaged in a widespread pattern and practice of violating the FLSA.
- It did not directly employ Bradley and that the companies did not do anything intentionally to disregard his legally protected rights.
- Bradley had not complied with company policy to record all his hours for payroll purposes and that the companies did not otherwise know that he was performing compensable work off the clock.
- Bradley was an at-will employee who could be discharged with or without cause or notice.
The case is 1:23-cv-00650, Bradley v. Pepsico, Inc. et al. in the U.S. District Court for the Northern District of Georgia.