Duane Morris Takeaway: In an era where the transportation industry underpins global commerce, from last-mile delivery networks to international logistics, legal risk has never been more complex or consequential. Class action litigation, in particular, has emerged as a powerful force shaping how transportation, automotive, and logistics companies operate, manage risk, and plan for the future. Against this backdrop, Duane Morris is proud to announce the first edition of the Transportation, Automotive, and Logistics Class Action Review.
This new publication is designed to provide a comprehensive, data-driven overview of class action litigation trends specific to the transportation sector. Building on the broader framework established by leading annual reviews of class action activity—which analyze hundreds of decisions and billions of dollars in settlements each year—the Review narrows the focus to one of the most dynamic and heavily litigated industries in the modern economy.
Class actions have long been recognized as high-stakes litigation, capable of reshaping business models and imposing significant financial exposure. By aggregating claims across large groups of plaintiffs, these cases can exponentially increase potential damages and create industry-wide ripple effects. Nowhere is this more evident than in transportation, where evolving workforce models, regulatory frameworks, and technological change continue to generate new legal challenges.
Recent litigation trends highlight the growing complexity of the space. For example, courts have wrestled with the scope of the “transportation worker exemption” under federal arbitration law, producing inconsistent rulings that affect employers ranging from trucking companies to warehouse operators. At the same time, issues involving wage-and-hour compliance, independent contractor classification, accessibility requirements, and data privacy are increasingly finding their way into class action complaints.
The Transportation, Automotive, and Logistics Class Action Review captures these developments in a structured, accessible format and offers practitioners, in-house counsel, and industry stakeholders a clear understanding of where litigation risk is heading.
Download your copy today and stay ahead of the curve in transportation, automotive, and logistics class action litigation.
Stay tuned to the Class Action Weekly Wire for more information on the Transportation, Automotive, and Logistics Class Action Review – 2026 coming soon!
Duane Morris Takeaway:The healthcare industry continues to face a rapidly evolving class action landscape, and 2025 has proven to be a pivotal year. For that reason, we are pleased to announce the publication of our latest industry-focused eBook, the Healthcare Class Action Review – 2026. From data privacy disputes to billing transparency and pharmaceutical liability, class action litigation is reshaping how healthcare organizations operate and manage risk.
The Healthcare Class Action Review – 2026 is a comprehensive new eBook that examines the most significant developments in healthcare-related class actions over the past year. Healthcare organizations today operate at the intersection of regulation, innovation, and patient expectations. Class action litigation involving healthcare companies, including hospitals, healthcare providers, pharmaceutical companies, biotechnology firms, medical device and health technology companies, and diagnostic and testing companies has evolved from a peripheral phenomenon into a central feature of complex class action litigation. The Healthcare Class Action Review – 2026 offers a clear, structured analysis of these trends, helping legal professionals, compliance teams, and industry leaders stay informed and prepared.
As enforcement intensifies and plaintiffs’ strategies become more sophisticated, understanding class action risk is no longer optional—it’s essential. The Healthcare Class Action Review – 2026 equips readers with the knowledge needed to anticipate challenges and respond effectively in an increasingly complex legal environment.
Download your copy today and stay ahead of the curve in healthcare litigation.
Stay tuned to the Class Action Weekly Wire for more information on the Healthcare Class Action Review – 2026 coming soon!
By Gerald L. Maatman, Jr., Jennifer A. Riley, and Gregory Tsonis
Duane Morris Takeaway: We’re excited to officially announce the release of the all-new Hospitality Class Action Review – 2026, a new desk reference resource designed to help legal professionals and businesses better understand the evolving landscape of class action law this quickly evolving industry.
As the hospitality industry continues to evolve in a landscape shaped by shifting labor laws, consumer protection regulations, and data privacy concerns, class action litigation has become an increasingly significant area of exposure. This new publication offers a comprehensive, practical guide to understanding and managing these complex legal challenges.
Hotels, restaurants, and travel-related businesses face a growing wave of class actions—ranging from wage and hour disputes to hidden fee allegations and data breach claims. This book breaks down these trends and provides actionable insight into how organizations can proactively mitigate risk and respond effectively when litigation arises. The Duane Morris Class Action Team created this new resource offering clear, practical insights into the rules, trends, and key considerations that define class action practice in the hospitality industry. This is the second book in our new series focusing on industry-specific class action litigation, and dives deep into industry-specific procedures, recent case developments, and strategic considerations.
The Hospitality Class Action Review – 2026 is now available here.
Stay tuned to the Class Action Weekly Wire for more information on this new addition to the Duane Morris Class Action Review series.
By Gerald L. Maatman, Jr., Jennifer A. Riley, and Daniel D. Spencer
Duane Morris Takeaways: We were honored to have so many loyal blog readers join us for our annual Mid-Year Review of EEOC Litigation And Strategy For Fiscal Year 2026 yesterday. The full video presentation, hosted by Jerry Maatman, Jennifer Riley, and Daniel Spencer, is below:
The EEOC’s fiscal year (“FY 2026”) spans from October 1, 2025, to September 30, 2026. Through the midway point, EEOC has filed 31 enforcement lawsuits, an uptick when compared to the 22 lawsuits filed in the first half of FY 2025, and the 14 lawsuits filed in the first half of FY 2024.. Traditionally, the second half of the EEOC’s fiscal year – and particularly in the final months of August and September – are when the majority of filings occur. However, an early analysis of the types of lawsuits filed, and the locations where they are filed, is informative for employers in terms of what to expect during the fiscal year-end lawsuit filing rush in September.
Cases Filed By EEOC District Offices
In addition to tracking the total number of filings, we closely monitor which of the EEOC’s 15 district offices are most active in terms of filing new cases over the course of the fiscal year. Some districts tend to be more aggressive than others, and some focus on different case filing priorities. The following chart shows the number of lawsuit filings by EEOC district office.
The most notable trend thus far is the 7 lawsuits filed by the Chicago District Office, followed by the 5 filings by the Philadelphia District Office, 3 filings by Indianapolis, 2 filings each for Atlanta, Birmingham, Houston, New York, Phoenix, and San Francisco, and one filing each for Charlotte, Los Angeles, Memphis, Miami, and St. Louis offices. Dallas has yet to see a lawsuit filing for FY 2026. By comparison, similarly in FY 2025 Chicago and Philadelphia led the pack in lawsuit filings, followed by Indianapolis, Phoenix, Houston, Atlanta, and Birmingham.
Analysis Of The Types Of Lawsuits Filed In First Half Of FY 2026
We also analyzed the types of lawsuits the EEOC filed throughout the first six months, in terms of the statutes and theories of discrimination alleged, in order to determine how the EEOC is shifting its strategic priorities. The chart below shows the EEOC filings by allegation type.
Title VII cases once again made up the majority of cases filed. They constituted 50% of all filings in FY 2026 (same as FY 2025, down from 58% of all filings in FY 2024, and significantly down from 68% of all filings in FY 2023). Overall, ADA cases made up the next most significant percentage of the EEOC’s FY 2026 filings for a total of 40%. This is up from 31% in FY 2025, yet similar to the 42% of filings in FY 2024. So far there has only been one filing under the ADEA in FY 2026, down from the uptick in ADEA filings in FY 2025. The EEOC filed 9 ADEA cases in FY 2025, compared to 6 age discrimination cases in FY 2024, 12 age discrimination cases in FY 2023, and 7 age discrimination cases in FY 2022. In the first six months of FY 2026, the EEOC filed 4 cases under the Pregnant Worker’s Fairness Act, on track compared to 6 filings in FY 2025 and 3 filings in FY 2024. So far, no cases filed under the Pregnancy Discrimination Act. Notably absent from FY 2026’s filings are cases brought under the Equal Pay Act and Genetic Information Nondiscrimination Act – two areas that the EEOC repeatedly has cited among its enforcement priorities prior to the second Trump Administration.
The graph set out below shows the number of lawsuits filed according to the statute under which they were filed (Title VII, Americans With Disabilities Act, Pregnancy Discrimination Act, Equal Pay Act, and Age Discrimination in Employment Act).
The industries impacted by EEOC-initiated litigation have also remained consistent in FY 2026. The chart below details that hospitality, healthcare, and retail employers have maintained their lead as corporate defendants in the last 18 months of EEOC-initiated litigation. In the first six months of FY 2026, two industries remained in the EEOC’s targets: Hospitality and Retail. On a percentage basis, Hospitality (Restaurants / Hotels / Entertainment) comprised 25.9% of filings, and Retail had 22.2% of filings. A key difference in FY 2025 compared to FY 2024 is Retail (22.2% of FY 2026 filings) overtaking Healthcare (18.5% of FY 2026 filings) and Manufacturing (7.4% of FY 2026 filings) as the next most targeted industry. Transportation & Logistics entered double digit enforcement activity, at 18.5% of the filings. The remaining industry with at least 2 filings is Construction, representing 7.4% of the filings.
Notable 2026 Lawsuit Filings
Disability Discrimination
In EEOC v. Schneider National, Inc., Case No. 26-CV-905 (D. Md. Mar. 4, 2026), the EEOC filed an action alleging that the defendant, Schneider National, Inc., a nationwide transportation and logistics company, violated the ADA when it refused to reasonably accommodate an applicant with PTSD by denying her request to bring her service dog to work, and withdrawing its job offer because of her disability. The EEOC asserted that the defendant extended a conditional offer of employment to the job candidate. However, next day, after learning that she had post-traumatic stress disorder and needed her service dog, the company withdrew her job offer pending further review. In response to Schneider’s request for additional information, the woman disclosed that her dog was certified as a service animal, trained to alleviate and prevent symptoms of PTSD, and had successfully accompanied her in the truck while she trained and obtained her Class A commercial driver’s license. The EEOC asserted that the defendant refused to allow her to drive with her service dog as an accommodation.
Religious Discrimination
In EEOC v. Blue Eagle Contracting, Inc., Case No. 26-CV-226 (D. Nev. Mar. 31, 2026), the EEOC filed an action against the defendant, a bulk mail delivery contractor for the U.S. Postal Service, alleging religious discrimination in violation of Title VII when it allegedly failed to return a Christian employee truck driver to a weekday shift so he could attend Sunday morning church services. According to the EEOC’s lawsuit, the defendant hired the driver, who informed supervisors of his religious obligations on Sundays stemming from his Christian faith. He was assigned a weekday delivery route, which he worked for several months until he volunteered on an emergency basis to fill a Sunday morning shift after a coworker unexpectedly resigned. The driver reminded his supervisors multiple times that he needed to attend church services on Sunday mornings and said he was only willing to work Sunday mornings until a replacement driver for the weekend shift was hired. The EEOC asserted that although the defendant hired a replacement, it continued to schedule the driver for Sunday shifts, while the replacement drove the weekday shift. The driver ultimately resigned from his position, and the EEOC alleged that the defendant’s failure to accommodate the drivers sincerely held religious beliefs ultimately compelled him to leave his job.
Race Discrimination
In EEOC v. Ourisman Cars Management Company, LLC, et al.), Case No. 26-CV-1233 (D. Md. Mar. 27, 2026), the EEOC brought an action alleging race discrimination after a finance manager at one of the defendants’ car dealerships repeatedly used racially offensive language toward Black salesmen in 2023. Employees reported the behavior to management multiple times, but the EEOC alleged the company did not take sufficient corrective action. The conduct continued, and two employees ultimately left their jobs. The EEOC asserted that the company’s conduct violated Title VII of the Civil Rights Act.
In EEOC v. Nike, Case No. 26-MC-128 (E.D. Mo. Feb 4, 2026), the EEOC filed a complaint to enforce a subpoena related to claims alleging race discrimination against white workers through DEI programs. The agency seeks to compel Nike’s compliance with a May 2024 subpoena then-commissioner Andrea Lucas issued pointing to workforce representation quotas.
Release Of Enforcement Statistics
On April 6, 2026, the EEOC published its FY 2027 Agency Performance Plan (“APP”) and FY 2025 Agency Performance Report (“APR”). The EEOC reported $660 million recovered through administrative enforcement and litigation for 17,680 alleged victims of discrimination. It also reported $528 million recovered through pre-litigation enforcement process (the highest amount in the agency’s 60-year history), $104.6 million for federal employees and applicants, $55 million recovered as a result of systemic investigations, $27 million through resolution of 120 merits lawsuits, $10.8 million obtained through the resolution of 13 systemic lawsuits, and six new systemic lawsuit filings.
Takeaways For Employers
We anticipate that the EEOC will continue to aggressively pursue its strategic priority areas in FY 2026. There is no reason to believe that the annual “September surge” is not coming, in what could be another precedent-setting year. We will continue to monitor EEOC litigation activity on a daily basis, and look forward to providing our blog readers with up-to-date analysis on the latest developments.
We’re excited to officially announce the release of the all-new California, New York, and Illinois Class Action Reviews, which are comprehensive new desk reference resources designed to help legal professionals and businesses better understand the evolving landscape of class action law in three of the most influential jurisdictions in the United States. California, Illinois, and New York are class action epicenters where a significant number of class actions are filed each year.
Class action litigation continues to play a critical role in shaping consumer protection statutes, employment law obligations, and corporate accountability duties. With each state bringing its own nuances, staying informed and ahead of these risks can be a challenge. The Duane Morris Class Action Team created this new collection of desk references to simplify that process, and offering clear, practical insights into the rules, trends, and key considerations that define class action practice in California, New York, and Illinois.
Each volume in the series dives deep into state-specific procedures, recent case developments, and strategic considerations. Whether you’re navigating complex litigation, advising clients, or simply seeking to expand your legal knowledge, these resources provide accessible, up-to-date guidance you can rely on. We’re proud to offer a resource that supports better decision-making and deeper understanding in an increasingly complex legal environment.
The California, New York, and Illinois Class Action Reviews – 2026 are now available. We invite you to explore the series and discover how it can support your work and enhance your perspective on class action law. You can find the California Class Action Review here, the New York Class Action Review here, and the Illinois Class Action Review here.
Stay tuned to the Class Action Weekly Wire for more information on these new additions to the Duane Morris Class Action Review series.
By Gerald L. Maatman, Jr., Jennifer A. Riley, Anna Sheridan, and Ryan T. Garippo
Duane Morris Takeaways: On March 20, 2026, in Bradley, et al. v. DentalPlans.com, No. 20-CV-010904, 2026 U.S. Dist. LEXIS 59569 (D. Md. Mar. 20, 2026), Judge Brandan Hurson of the U.S. District Court for District of Maryland decertified a certified class action and granted summary judgment on a named plaintiff’s Telephone Consumer Protection Act (“TCPA”) claim. The decision is premised on the legal conclusion that the Federal Communications Commission (“FCC”) lacked the authority to interpret the TCPA’s consent provisions to require prior express written consent for telemarketing calls and continues the trend of courts which are challenging the FCC’s longstanding monopoly to interpret the statute.
Case Background
DentalPlans operates a “direct-to-consumer marketplace” that sells dental savings plans, including plans offered by Cigna. In November 2018, Deborah Bradley called DentalPlans to enroll in a plan and the representative asked her whether the company had her consent to contact her using “automated dialing system or prerecorded message.” Bradley, et al. v. DentalPlans.com, No. 20-CV-01094, 2024 U.S. Dist. LEXIS 10050, at *3 (D. Md. June 6, 2024). Bradley ultimately provided such consent and signed up for a dental discount plan with Cigna.
In September 2019, however, Bradley spoke to another DentalPlans representative and told that representative that she did not want her dental plan to automatically renew. As a result, DentalPlans started placing prerecorded calls to Bradley which informed her that “her membership was ending soon and that she could renew her plan.” After Bradley’s plan expired, she continued to receive prerecorded calls which “attempted to ‘win back’ [her] business by encouraging her to repurchase her Cigna plan with DentalPlans.” Id. at *5. In total, DentalPlans placed 10 “win back” calls to Bradley prior to the filing of the action.
As a result of these calls, on April 28, 2020, Bradley filed a putative class action lawsuit under the TCPA, alleging that the calls constituted unauthorized telemarketing calls using prerecorded messages. The crux of Bradley’s argument was that because these calls allegedly constituted “telemarketing” the applicable FCC regulations required prior express written consent, and oral consent would not suffice. 47 C.F.R. § 64.1200(a)(2). The court agreed with Bradley’s interpretation of the regulation, granted class certification, and certified a class comprised in part of “any consumer who signed up by telephone.” Id. at *27. Bradley then sent notice to the class members and the parties continued to litigate the case.
DentalPlans ultimately filed a motion for reconsideration of the court’s order granting class certification. In that motion, Dental Plans argued, inter alia, that the court’s reliance on 47 C.F.R. § 64.1200(a)(2) was misplaced following the U.S. Supreme Court’s mandate that district courts are “not bound by the FCC’s interpretation of the TCPA.” McLaughlin Chiropractic Assocs., Inc. v. McKesson Corp., 606 U.S. 146, 168 (2025). The parties then briefed that issue.
The Court’s Decision
In a thorough 24-page opinion, Judge Hurson walked through the proper interpretation of the phrase “prior express consent” as used in the TCPA and the scope of Congress’s delegation to the FCC.
In so doing, Judge Hurson turned to the Eleventh Circuit’s opinion in Insurance Marketing Coalition Ltd. v. FCC, 127 F.4th 303, 312 (11th Cir. 2025), which explained that the “TCPA gives the FCC only the authority to ‘reasonably define’ the TCPA’s consent-provisions” and not create a non-statutory consent regime. Judge Hurson, therefore, reasoned that because the phrase “prior express written consent” was not contained in the statute, the proper interpretation of the statute’s actual language hinged on the authority that Congress delegated to the FCC.
Similarly, Judge Hurson looked to the Fifth Circuit’s very recent decision in Bradford v. Sovereign Pest Control of Texas, Inc., 167 F.4th 809, 812 (5th Cir. 2026), which held the TCPA provides “no basis for concluding that telemarketing calls require prior express written consentbut not oral consent.” (emphasis in original).
Based on these opinions, because the “written consent” language does not appear in the statute, Judge Hurson concluded that Congress needed to delegate the interpretation of the TCPA to the FCC for its current interpretation to stand. But no such delegation is contained in the TCPA. As a result, the “best interpretation” of the statute was that “express consent” is the only requirement imposed by the TCPA, even if the consent is obtained orally.
Therefore, because Bradley provided oral consent to DentalPlans receive such to prerecorded messages when she signed up for her dental plan, she (and, the class) had no viable claims. The court, accordingly, granted summary judgment on Bradley’s individual claim and decertified the previously certified class action.
Implications For Companies
The Bradley decision continues an important trend for companies making telemarketing calls to consumers.
As we explained here, when the Fifth Circuit decided Bradford, the written consent requirement has long been thought of as one of the hallmarks of the FCC’s regulatory regime and is often used by the plaintiff’s bar to assert technical violations of the TCPA even where it is clear that a customer approved of such calls. But the current trend shows that the underlying regulatory scheme is quickly eroding with each decision that passes.
Nevertheless, the decisions in Bradford and Bradley represent only the middle ground on these issues. Other courts would go further and hold that Congress’s entire delegation of any of its authority “run[s] afoul of the nondelegation doctrine, since there are no delimitations on the discretion it grants the” FCC. McGonigle v. Pure Green Franchise Corp., No. 25-CV-61164, 2026 U.S. Dist. LEXIS 8059, at *4 (S.D. Fla. Jan. 15, 2026). Thus, the landscape of positions on such issues is wide ranging and changing by the day.
As a result of this shifting landscape, corporate counsel, and companies engaged in telemarketing, should continue to monitor this blog to stay apprised of any updates as new decisions continue to modify the FCC’s longstanding interpretation of the TCPA.
Duane Morris Takeaway: The surge of class action litigation filed under the Employee Retirement Income Security Act (ERISA), 29 U.S.C. §§ 1001 et seq., over the last several years persisted in 2025, with class action litigators in the plaintiffs’ bar continuing to focus on challenges ERISA fiduciaries’ management of 401(k) and other retirement plans. Plaintiffs continue to assert that ERISA fiduciaries breached their fiduciary duties of prudence and loyalty by, among other things, offering expensive or underperforming investment options and charging participants excessive recordkeeping and administrative fees. Hundreds of fee and expense class actions have been filed since 2020, driven by a number of familiar plaintiffs’ class action law firms alongside some new entrants into the space.
To that end, the class action team at Duane Morris is pleased to present the 2026 edition of the ERISA Class Action Review. We hope it will demystify some of the complexities of ERISA class action litigation and keep corporate counsel updated on the ever-evolving nuances of these issues. We hope this book – manifesting the collective experience and expertise of our class action defense group – will assist our clients by identifying developing trends in the case law and offering practical approaches in dealing with consumer fraud class action litigation.
Click here to bookmark or download a copy of the ERISA Class Action Review – 2026 e-book.
Check back to listen to the Class Action Weekly Wire podcast episode on ERISA class action trends coming soon!
By Gerald L. Maatman, Jr., Jennifer A. Riley, and Ryan T. Garippo
Duane Morris Takeaways: On March 13, 2026, in Garvey, et al. v. Gaitan, No. 23-CV-00920, 2026 U.S. Dist. LEXIS 53447 (D. Nev. Mar. 13, 2026), Judge Andrew Gordon of the U.S. District Court for the District of Nevada certified a Telephone Consumer Protection Act (“TCPA”) class action against an individual realtor for violation of the statute’s prohibition against consentless prerecorded voice messages. The decision serves as a cautionary tale for companies and their individual agents, particularly those entities engaged in direct-to-consumer marketing, to consult experienced TCPA counsel in connection with their marketing campaigns to limit their potential exposure.
Case Background
In 2023, Britney Gaitan, a realtor based in Las Vegas, used an online third-party service to accumulate the homeowner contact information for home sellers whose online real estate listings were either withdrawn or expired. Gaitan then uploaded that list into a software that allowed her to send a prerecorded ringless voicemail message to the list of the home sellers she created. As a result, on March 3, 2023, and March 16, 2023, Gaitan sent these prerecorded voice messages to everyone on her list, including Wayne Garvey, one of the homeowners. Gaitan had no documentation that she received prior consent before placing these ringless voicemail messages.
Garvey ultimately filed suit against Gaitan alleging that she violated the TCPA’s prohibition on consentless prerecorded voice messages codified at 47 U.S.C. § 227(b)(1)(A)(iii). Garvey also sought to maintain the case as a class action and represent the owners of the 983 unique cell phone numbers that were called 1,983 times over the course of the two days. Put differently, Garvey ultimately asked the court to certify a class worth up to $2,974,500 or $1,500 per call.
The Court’s Ruling
On March 13, 2026, Chief Judge Andrew Gordon granted Plaintiff’s motion and certified a class against Gaitan. Although Gaitan raised arguments in response to many of the necessary elements for a plaintiff to certify a class action, the dispute largely hinged on Rule 23’s predominance requirement — i.e., whether a common questions of law or fact predominate over issues affecting only certain individual class members. To that end, Gaitan argued that four individualized issues would predominate.
First, Gaitan asserted that individualized inquiries were required to determine whether any class member actually listened to the voicemail. The problem, however, is that “Gaitan cite[d] no law that states a recipient must listen to the voicemail to suffer an injury under the TCPA.” Garvey, 2026 U.S. Dist. LEXIS 53447, at *12. To the contrary, the Federal Communications Commission (the “FCC”) only requires that a prerecorded voicemail must be “completed” to implicate the statute, and Garvey submitted such common proof via expert testimony. In short, the court concluded that these completed calls are “a central, common question of the class’s TCPA claims that predominates over any individualized issues.” Id. at *15.
Second, Gaitan asserted the same argument (i.e., an individualized issue as to whether any class member listened to the call) but repurposed it under the injury-in-fact requirement of Article III of the U.S. Constitution. For the same reason, the court concluded that because Gaitan could not cite “any law that the putative class members need to listen to the prerecorded message to be injured under the TCPA . . . they have Article III standing if Gaitan used a prerecorded voice in her ringless voicemail drops when calling their cell phones, and they need not prove any other harm.” Id. at *18. This argument was overruled.
Third, Gaitan asserted that there was individualized inquires as to whether any given class member consented to receive prerecorded voice messages. As the court aptly observed, Gaitan “indicated that she has no documentation showing that she obtained consent from any putative class members.” Id. at *19. Gaitan tried to point to the terms of the multiple listing service (“MLS”), which supposedly require a homeowner to provide his or her phone number to create a listing, and argued this action constitutes consent to receive such calls. Although the court was unconvinced, it correctly observed that the consent defense would apply to the entire class and thus “Gaitan has not provided evidence that determining whether some MLS users consented to being contacted about their property is an individualized issue.” Id. at *20.
Fourth, Gaitan asserted that individualized inquiries were required to determine whether any individual owner of a telephone number was a “residential telephone line” within the meaning of the TCPA. The primary problem, however, is that residential telephone subscriber status is not an element of a claim under Section 227(b)(1)(A)(iii) unlike other sections of the TCPA. In other words, this argument was wholly inapplicable and “does not defeat class certification.” Id. at *21.
As a result, once the realtor’s most significant objection to class certification was overruled, it was a near forgone conclusion that a class would be certified and thus the court proceeded to grant Garvey’s motion.
Implications For Companies
There are multiple cautionary messages embedded in Gaitan for those engaged in direct-to-consumer marketing. The most salient three takeaways are listed below.
The first (and, most important) lesson of Gaitan is to obtain “express consent” prior to making calls using an artificial or prerecorded voice message. 47 U.S.C. § 227(b)(1)(A). It can be difficult to defend a TCPA class action without a consent defense and Gaitan is no different.
The second lesson is that TCPA liability does not only attach to companies but may also be applied “to any person within the United States” who makes such calls. Id. Here, Britney Gaitan is the sole defendant facing TCPA liability and thus Gaitan’s personal assets are likely on the line for any resulting judgment. But that is not the end of the story. Many similar agencies have indemnification agreements with their agents, which require the agency to pay for the liabilities incurred by the agent. To the extent such an agreement exists here, both Gaitan and her agency may have exposure for this TCPA liability.
The third lesson is to ensure that any TCPA defense strategy is prophylactic in nature and crafted in collaboration with defense counsel well versed in this space. In this case, Gaitan raised arguments based on wholly inapplicable portions of the statute or asserted defenses with little chance of success given the facts of the dispute. If Gaitan consulted with experienced defense counsel in advance of the calls, then this situation could have been avoided. But once the calls are made, the best course of action is for a TCPA defendant to contact experienced defense counsel to help navigate any resulting class actions.
By Gerald L. Maatman, Jr., Jennifer A. Riley, and Tyler Zmick
Duane Morris Takeaways: In Johnson, et al. v. Amazon.com Services, LLC, 2026 IL 132016 (Mar. 19, 2026), the Illinois Supreme Court heldthat unlike the federal Fair Labor Standards Act (“FLSA”), Illinois’s Minimum Wage Law (“IMWL”) requires employers to compensate hourly employees for time spent completing pre-shift COVID-19 screenings and other “preliminary or postliminary” activities. In doing so, the Illinois Supreme Court embraced an employee-friendly interpretation regarding the scope of compensable time under the IMWL. Johnson is a must-read opinion for companies that impacts all employers with hourly, non-exempt employees working in Illinois.
Background
Plaintiffs were former hourly Amazon employees who worked at the company’s distribution warehouses in Illinois. In March 2020, in response to the COVID-19 pandemic, Amazon began requiring employees to undergo COVID-19 symptom screenings before they could enter the warehouses and clock in for their shifts. According to Plaintiffs, it “took 10 to 15 minutes on average” to complete the pre-shift screenings. SeeJohnson, 2026 IL 132016,¶ 4.
Plaintiffs subsequently filed a class action lawsuit alleging that Amazon violated the FLSA and IMWL by not paying them and other warehouse employees for time spent undergoing the mandatory screenings.
Amazon moved to dismiss Plaintiffs’ Complaint under Federal Rule of Civil Procedure 12(b)(6), arguing that Plaintiffs’ claims failed because under the FLSA an hourly employee need not be compensated for time spent on “activities which are preliminary to or postliminary to” the employee’s principal work duties. See 29 U.S.C. § 254 (a)(2). In granting Amazon’s motion and dismissing Plaintiffs’ FLSA and IMWL claims, the U.S. District Court for the Northern District of Illinois reasoned that “state and federal courts frequently look to case authority interpreting and applying the FLSA for guidance in interpreting the [IMWL].” Johnson, 2026 IL 132016,¶ 7.
Plaintiffs appealed to the U.S. Court of Appeals for the Seventh Circuit. Rather than ruling on the substance of the appeal, however, the Seventh Circuit certified the following question to the Illinois Supreme Court: “whether Section 4a of [the IMWL] incorporates the [FLSA’s] exclusion from compensation for ‘employee activities that are preliminary or postliminary to their principal activities.’” Id. ¶ 1.
The Illinois Supreme Court’s Decision
The Illinois Supreme Court began its analysis by noting that the IMWL provides “a right of overtime compensation for Illinois employees” and also sets forth 10 “specific exceptions to the general right to overtime compensation.” Johnson, 2026 IL 132016,¶ 12 (citing 820 ILCS 105/4a(1)-(2)). Importantly, the Court observed that four of Section 4a(2)’s 10 exceptions incorporate certain provisions of the FLSA and/or related federal regulations, yet none of the exceptions reference FLSA regulations regarding the exclusion of “preliminary or postliminary activities” from the definition of compensable time. See id. ¶¶ 14, 16.
The Illinois Supreme Court further noted that the IMWL gives the Illinois Director of the Department of Labor (“IDOL”) authority to define the IMWL’s terms. See 820 ILCS 105/10(a). Pursuant to that authority, IDOL promulgated a regulation defining “hours worked” as “all the time an employee is required to be on duty, or on the employer’s premises, or at other prescribed places of work, and any additional time the employee is required or permitted to work for the employer.” 56 Ill. Adm. Code 210.110. In addition to acknowledging the breadth of this definition, the Illinois Supreme Court emphasized that while IDOL referenced provisions of the FLSA and related federal regulations in certain statutory definitions, IDOL did not reference the FLSA regulations “that establish a preliminary or postliminary activities exclusion from ‘hours worked.’” Johnson, 2026 IL 132016 ¶ 16; see also id. (“To the contrary, IDOL defines ‘hours worked’ to include all time an employee is required to be on the employer’s premises, which contradicts the potential applicability of any such exclusion.”).
Accordingly, the Illinois Supreme Court held that a plain reading of Section 4a and IDOL’s definition of “hours worked” reveals that the Illinois legislature did not incorporate the FLSA’s “preliminary and postliminary activities exclusion” into the IMWL. Rather, the legislature delegated the authority to define “hours worked” to IDOL, who “adopted a definition of ‘hours worked’ that necessarily includes preliminary and postliminary activities, explicitly encompassing all time that an employee is required to be on an employer’s premises.” Id. ¶ 18.
In so holding, the Illinois Supreme Court rejected Amazon’s argument that the FLSA’s “preliminary and postliminary activities exclusion” should apply to the IMWL because the IMWL’s general overtime provision “is patterned after the general overtime provision found in…the FLSA.” Id. ¶ 19. The Court reasoned that “while section 4a of the [IMWL] contains the same general overtime provision of the FLSA, it does not include the preliminary and postliminary activity exclusion that is set forth in the FLSA….[T]o accept Amazon’s invitation would be to read exceptions into the statute that depart from its plain language, in violation of our well-established rules of statutory interpretation.” Id. ¶ 20.
Implications Of The Decision
The Illinois Supreme Court’s opinion in Johnson is required reading for companies with hourly employees working in Illinois. The decision definitively answers the question whether the IMWL incorporates the FLSA’s “preliminary or postliminary activities exclusion” – a question that, until now, has been heavily litigated.
Johnson is also a reminder of the importance of complying with federal and state wage-and-hour statutes, as laws in many jurisdictions (including Illinois) impose additional requirements on employers that are not found in the FLSA. See, e.g., Johnson, 2026 IL 132016, ¶ 20 (noting that the overtime provisions of the IMWL and the FLSA “are not parallel but rather state the same general rule with marked differences in their respective statements of exceptions”). Companies must be vigilant to ensure they comply with wage-and-hour laws in all jurisdictions where they have hourly employees.
Duane Morris Takeaways: Clients, ranging from some of the world’s largest manufacturers and insurance companies to startup companies and individual inventors, turn to Duane Morris for counsel and representation in claims involving products liability and toxic torts. For years, Duane Morris has worked with clients to develop cost-containment and strategic litigation plans designed to minimize the risk, business disruption and potentially staggering cost of products liability and toxic tort litigation. Our goal is to provide value by acting as proactive counselors and advisors, rather than simply responding to particular problems in isolation. To that end, the class action team at Duane Morris is pleased to present the Products Liability & Mass Torts Class Action Review – 2026. This publication analyzes the key rulings and developments in 2025 and the significant legal decisions and trends impacting both product liability class action litigation and mass tort litigation for 2026. We hope that companies and employers will benefit from this resource and assist them with their compliance with these evolving laws and standards.
Click here to bookmark or download a copy of the Products Liability & Mass Torts Class Action Review – 2026 e-book.
Stay tuned for more products liability and mass tort class action analysis coming soon on our weekly podcast, the Class Action Weekly Wire.