Assignment
Experts in CRA’s Labor & Employment practice were retained by a Fortune 50 technology company to compute true-up payments on non-discretionary stock grants and sign-on bonuses as well as related penalties.
CRA’s research and analysis
Our team integrated data across HRIS, RSU vesting, payroll, and timekeeping systems to evaluate how RSU values should have been allocated across work weeks in the corresponding grant-to-vesting periods, and how sign-on bonuses should have been allocated over the retention period.
The resulting calculations of the legally required regular rate of pay (RROP) true-ups were compared to the employer’s actual method of calculating overtime, double-time, and break premiums. Where appropriate, the analysis incorporated both flat-sum (Alvarado) and non-flat sum calculations. CRA produced data at the person-week level to opposing counsel using consolidated employment history and payroll records.
Outcome
The case was settled with approximately 700 FLSA (Fair Labor Standards Act) collective members and 3,000 California class members.
