Cleveland Cliffs Production Worker Overtime Lawsuit Filed

Our employment lawyers recently filed a lawsuit against Cleveland Cliffs. The lawsuit alleges that Cleveland Cliffs failed to pay its hourly production/manufacturing employees overtime wages.

What is the Unpaid Overtime Lawsuit Against Cleveland Cliffs About?

The lawsuit alleges that Cleveland Cliffs expects its employees to arrive before the scheduled start of their shifts and engage in pre-shift activities, including putting on certain safety clothing and personal protective equipment (“PPE”), as well as going through a “shift passdown” process which consisted of duties including completing pre-shift paperwork and going over safety checklists for various processes and equipment. After the respective shift ended, employees would similarly engage in the “shift passdown” process with the incoming shift, removing their safety clothing and equipment.

Cleveland Cliffs’ alleged failure to pay employees for pre- and post-shift work qualified as compensable work activities, as reflected in the lawsuit that claims that Cleveland Cliffs has not paid employees for all overtime wages earned.

What Could I Receive From the Cleveland Cliffs Overtime Case?

If we can show in the lawsuit that you were not properly paid for all overtime work performed for one or more reason(s), the law states that you could receive (1) unpaid overtime for up to the last three years of work; and (2) liquidated damages in an amount equal to the unpaid overtime (aka the potential for double [2x or 200%] damages). If the lawsuit is successful, the law also requires Cleveland Cliffs to pay the firm’s attorneys’ fees and costs.

Has Cleveland Cliffs Settled Other Lawsuits Involving Similar Allegations?

Yes. Cleveland Cliffs has been sued in several other cases involving similar allegations. Cleveland Cliffs recently resolved several lawsuits that involved the following facilities: (1) Butler Works Facility; (2) Coatesville Facility; and (3) Monessen Facility. The settlement was for a maximum amount of $2,250,000 and covered 2,305 employees. The specific claims made in the cases were for unpaid walking time, donning/doffing PPE, walking to assigned departments, and shift relief/turnover meetings. The settlement waived wage-and-hour claims for employees working at the three Pennsylvania facilities through January 14, 2025. In other words, workers at the three facilities covered by the settlement may have claims beginning January 15, 2025, and continuing thereafter.

Can Cleveland Cliffs Retaliate Against Me for Joining the Overtime Case?

No. The Fair Labor Standards Act prohibits employers from retaliation. It is against the law for employers (and any person as defined under the law) to “discharge or in any other manner discriminate” against an employee because an employee joins a wage and hour case or otherwise testifies in it. If Cleveland Cliffs retaliates, then it can be held liable for remedies that include employment, reinstatement, lost wages, and double damages (liquidated damages). More information about the protection from retaliation can be found on the U.S. Department of Labor here. If you have experienced or are concerned about retaliation, please contact our experienced employment lawyers so we can explain your rights and protections.