CertainTeed Meal and Rest Break Settlement: $1.952 Million for Washington Workers

CertainTeed Gypsum Manufacturing Inc. workers in Washington who were classified as nonexempt, hourly employees between Sept. 9, 2022, and July 6, 2026 are potentially eligible for payments from a class action settlement. The lawsuit focuses on alleged wage-and-hour violations under Washington labor rules—specifically claims that workers were not given meal and rest breaks that complied with state requirements, were not properly paid for missed or noncompliant breaks, and were not provided accurate wage statements. In payroll terms, these issues matter because they can affect how many break minutes employees receive, whether pay reflects those break requirements, and whether wage paperwork accurately reports earnings and deductions. The case was filed against Saint-Gobain Adfors America Inc. and related companies, seeking compensation and statutory remedies for the alleged unlawful practices; the settlement totaling $1.952 million resolves the dispute without a trial. Each eligible worker will receive a pro rata share based on the number of weeks they worked during the class period, with 50% of the payment treated as wages (reported on a W-2) and 50% treated as nonwage damages, penalties, and interest (reported on a 1099). The settlement is also significant in the broader industry context because Washington’s meal/rest break requirements and wage-statement rules are strict, and similar claims often arise in manufacturing and other time-clock-dependent workplaces—where compliance is closely tied to timekeeping systems, scheduling practices, and payroll accuracy. The settlement notice indicates no claim form is required, suggesting the administrator will use company payroll records to identify class members and calculate payments, and checks will be mailed to addresses on file (with options to update or receive payment via PayPal or Venmo). Administratively, the fund is allocated for administration costs and legal expenses, plus a service award to the class representative, with the remainder distributed to workers. As with other class actions under Washington’s wage-and-hour framework, the practical implication is a push toward better break tracking, proper compensation for missed breaks, and more accurate wage statement reporting—an issue that can shape employer compliance programs and internal audits going forward as the court finalizes the agreement. Eligible participants are expected to receive their payments after final approval.