Amazon Flex Drivers Lawsuits and Arbitrations (2024)

We are only pursuing claims regarding misclassification. If you have a workers‘ compensation claim for injuries on the job or a wrongful termination claim, you should seek the advice of another attorney promptly, as the passage of time may affect your rights. That said, we can still pursue your misclassification claim, and pursuing both separately should have no negative impacts on either case. 

Generally, we seek to obtain compensation for the unpaid time spent driving between delivery centers. That said, time spent commuting to a delivery center from home, or back home from the last delivery of the day is usually considered a regular commute, and is generally not recoverable. 

It depends. Every claim has a statute of limitations.  If some of the time you worked for Amazon is outside the statute of limitations, then you may not be able to recover for work done then. That said, there are some legal arguments for why the statute of limitations can be extended, for certain clients. If that argument is applicable to your claims, we will make it. 

Unfortunately, we do not have a way to predict how long the case will take. It is not uncommon for some cases to take 3 to 5 years, or sometimes even more. That said, we are hopeful that will not be the case here. 

No. Amazon should have records of the work you completed for them. We hope to obtain those records to assist us in pursuing your claim. If, however, you do have documents (electronic or physical) that include information about your time at Amazon, it is very important that you keep those documents safe and DO NOT throw them away or delete any electronic documents related to your work with Amazon. 

No, our firm is only filing individual arbitrations due to the arbitration clause every single Flex driver signed when they became a Flex driver. 

Because California Flex drivers should have been classified as employees, according to the arbitration claims, Amazon’s treatment of Flex drivers violated California meal and rest break law by: 

• • failing to provide paid rest breaks and unpaid meal breaks 
  • violating California overtime law by not providing overtime pay for hours worked beyond 8 per day or 40 per week 
  • violated California paystub laws by not providing wage statements with information on hours worked, hourly pay rates, and expense reimbursements 
  • violated California final paycheck law by failing to provide last-day compensation to Flex drivers that it terminated from the program 

Because Illinois Flex drivers should have been classified as employees, according to the lawsuit, Amazon’s treatment of Flex drivers:   

• • violated Illinois Minimum Wage Law by not paying the statutory minimum wage for all hours worked or spent training; and again, for failing to pay the statutory overtime rate for all hours worked over 40 in one week  
  • violated Illinois Wage Payment and Collection Act by failing to reimburse Claimant for business-related expenses incurred during work for Defendants. 

Because Massachusetts Flex drivers should have been classified as employees, according to the lawsuit, Amazon’s treatment of Flex drivers violated the Massachusetts Independent Contractor Law; and Massachusetts employment law: 

• • by not paying the statutory minimum wage for all hours worked; and again by failing to pay statutory overtime rate for all hours worked over 40 in one week; 
  • by not reimbursing business-related expenses incurred during Claimant’s work for Defendants;  
  • by failing to provide Claimant with adequately detailed pay slips.