Facts

Accenture Flex LLC is a leading global professional services company. It offers project-based work of a fixed, short-term, duration. Plaintiff Jon Betterton was an employee of Accenture Flex working as a content moderator from about September 2018 to November 2019. As a Content Moderator, Betterton was responsible for analyzing and reviewing user profiles, videos, and text-based content. Day-to-day responsibilities could include serving as an advocate for the user community; investigating and resolving issues regarding content that is reported for account support; flagging for action and resolving within agreed-upon turnaround times and standards of quality any issues; responding to user inquiries with high quality, speed, empathy, and accuracy; understanding and remaining up-to-date with client policies and guidelines; and resolving inquires requiring a level of resilience and maturity due to content. According to Accenture job ads, Accenture Flex employees receive competitive rewards, access to benefits programs and world-class learning resources. Betterton filed suit against Accenture. Throughout his employment, he was a non-exempt employee, paid hourly.

PLAINTIFF'S CONTENTIONS: Plaintiff Betterton contented that defendant Accenture Flex failed to include shift differentials in employees' regular rates of pay, including for purposes of cashing out sick leave.

DEFENDANT'S CONTENTIONS: Defendant denied all contentions.

Result

The court agreed to a tentative ruling for $1.5 million settlement with an average payment of $1212.40 for each class member. Class members will not be required to submit claims to receive their payments.

Other Information

A compliance hearing is set for October 20, 2022.