Levy Vinick Burrell Hyams LLP

  • Overview
  • Attorneys
  • Our Work
  • Blog
  • Contact

Raiders Reach Settlement in Raiderettes Class Action Lawsuit

Share on Facebook
Facebook
Tweet about this on Twitter
Twitter
Share on LinkedIn
Linkedin

Raiderette lawsuitThe Oakland Raiders football franchise and the cheerleaders have settled the first class action lawsuit in the NFL for wage violations for $1.25 million settlement. (A copy of the Joint Press Release is available for review.) To become final, the settlement will require court approval. The parties have filed a joint Motion for Preliminary Approval, which will be heard on September 26, 2014.

The class action suit, brought by Lacy T. and Sarah G., two Raiderettes whose identities are protected in keeping with Raiders policy, set off a cascade of similar lawsuits around the NFL by football dance squads who claim that they are underpaid for their labor.

According to Sarah G., one of the named plaintiffs in the lawsuit, “We are excited that the Raiders have decided to pay their current cheerleaders in accordance with the law. This was our goal and I am pleased to say I was a part of an organization whose management decided to make these changes. Now we can just go back to dancing, being respected and taking down the Niners when they try to step onto our field!”

Lacy T., the first of the NFL cheerleaders to speak out publicly against the wage and hour violations, said “I never dreamed that my decision to find a lawyer and file a lawsuit would lead to the kind of sweeping changes we are now seeing for the women of the NFL. It’s pretty breathtaking. But as a mom, it makes me proud to know I’ve stood up for myself, other women, and my daughter.”

The Oakland class action claimed that the Raiders had failed to pay their cheerleading squad, The Raiderettes, in accordance with the requirements of state law. The lawsuit covered those who worked as Raiderettes from January 22, 2010 through the 2013-2014 season.

The settlement proposal, which awaits Court approval, would pay an average of $6,000 to each Raiderette for each season she worked between 2010 and 2012. For those who work in the 2013-2014 season, the recovery would be approximately $2,500. A smaller portion of the settlement is allocated to the 2013 season because the Raiders paid minimum wage in 2013 before the lawsuit was filed. Under the settlement, the dancers will be compensated for all the hours they worked for which they had not already been paid, including practices and appearances. They will also receive money for unreimbursed expenses, interest on the past wages, and penalties under the California Labor Code.

A hearing on the request for preliminary approval of the settlement will take place in Alameda County Superior Court on September 26, 2014. Once the settlement is approved by the court, official notification to past Raiderettes covered by the lawsuit will be sent within the 60-90 days. The settlement does not require any action on the part of current and former Raiderettes covered by the lawsuit in order for them to be entitled to their portion of the settlement.

Related Posts:

  • LVBH wins appellate victory for courageous #MeToo survivor
  • California Corrections Department to pay $2.3 million to decorated special agents for claims of unrelenting gender bias
  • Plaintiff Magazine spotlights Darci Burrell
  • LVBH client settles lawsuit against San Rafael City Schools

More Posts

  • Wendy Musell weighs in on gig workers as employees

    Wendy Musell weighs in on gig workers as employees

  • LVBH recognized as a “Best Law Firm” in Northern California

    LVBH recognized as a “Best Law Firm” in Northern California

  • LA Times calls on Wendy Musell to discuss the impact of a sexual misconduct settlement

    LA Times calls on Wendy Musell to discuss the impact of a sexual misconduct settlement

  • LVBH adds two more members to its superhero legal team

    LVBH adds two more members to its superhero legal team

  • Wendy Musell discusses California bill requiring salary ranges on job listings

    Wendy Musell discusses California bill requiring salary ranges on job listings

  • Plaintiff Magazine spotlights Darci Burrell

    Plaintiff Magazine spotlights Darci Burrell

  • LVBH attorneys named once again to the 2022 Northern California Super Lawyers list

    LVBH attorneys named once again to the 2022 Northern California Super Lawyers list

  • LVBH client settles lawsuit against San Rafael City Schools

    LVBH client settles lawsuit against San Rafael City Schools

  • LVBH clients featured in Berkeleyside article

    LVBH clients featured in Berkeleyside article

  • Wendy Musell interviewed on pay disparities

    Wendy Musell interviewed on pay disparities

Tags

#metoo award civil rights class action COVID defamation disability discrimination employee rights employment agreement employment arbitration agreements employment law employment lawyer blog equal pay ethnicity harassment failure to prevent harassment family medical leave forced arbitration gender discrimination human resources immigrant rights mandatory arbitration medical leave retaliation minimum wage misclassification national origin harassment Oakland Raiders cheerleader lawsuit public employees race discrimination racial harassment reasonable accommodation retaliation retaliation lawsuit sacramento sexual abuse sexual assault sexual harassment Super Lawyers uc regents University of California wage and hour wage theft whistleblowers women lawyers working families wrongful termination

LVBH Logo

CONTACT US

510-318-7700
info@levyvinick.com

Levy Vinick Burrell Hyams LLP
180 Grand Avenue, Suite 1300
Oakland, California 94612

  • Overview
  • Attorneys
  • Our Work
  • Blog
  • Contact
  • Press Releases

Copyright © 2023 Levy Vinick Burrell Hyams · website: Amanda McCoy · Log in

Disclaimer

Nothing in this website is intended in any way to form an attorney-client relationship or any other contract. It is designed solely to provide general information about the practice at Levy Vinick Burrell Hyams LLP.

Be mindful of any deadlines you have approaching that relate to your legal situation, and make sure that you meet them. Levy Vinick Burrell Hyams LLP does not assume any responsibility for advice given regarding any aspect of your case until you have a signed legal services agreement engaging the firm’s representation.

Though the firm provides free initial consultations, the firm retains complete discretion in every case to decide whether or not to provide a consultation to any person. Levy Vinick Burrell Hyams LLP makes no guarantees, warranties, or predictions about your case, and past success at the firm does not ensure future results will be the same.

Disclaimer

Nothing in this website is intended in any way to form an attorney-client relationship or any other contract. It is designed solely to provide general information about the practice at Levy Vinick Burrell Hyams LLP.

Be mindful of any deadlines you have approaching that relate to your legal situation, and make sure that you meet them. Levy Vinick Burrell Hyams LLP does not assume any responsibility for advice given regarding any aspect of your case until you have a signed legal services agreement engaging the firm’s representation.

Though the firm provides free initial consultations, the firm retains complete discretion in every case to decide whether or not to provide a consultation to any person. Levy Vinick Burrell Hyams LLP makes no guarantees, warranties, or predictions about your case, and past success at the firm does not ensure future results will be the same. The photos on this website do not reflect actual attorney-client interactions.