If you were employed by JPMorgan Chase Bank, N.A. in any non-exempt Teller, In-Store Teller, Senior Teller, Lead Teller, Lead Teller Operations Specialist (“LTOS”), LTOS Trainee, Associate Banker, Lead Associate Operations, Personal Banker, Private Client Banker, or Relationship Banker position, or an equivalent position, in the State of California at any time between November 17, 2016 and August 1, 2019, a settlement of a class action lawsuit may affect your rights.

A hearing regarding a proposed settlement of this class action will be held on June 30, 2020 at 8:30 a.m. at the Los Angeles County Superior Court for the State of California, located at 111 North Hill Street, Los Angeles, CA 90012, Department 34. The hearing will be held to determine whether the proposed settlement is fair, reasonable and adequate. The Court has approved the following Notice for distribution.

 
• Former Personal Banker and LTOS Paulina Vega has sued JPMorgan Chase Bank, N.A. (“Chase”) alleging failure to pay overtime, failure to pay minimum wage, failure to provide meal and rest breaks, failure to provide accurate wage statements, and failure to pay all wages at time of termination on behalf of herself and all other non-exempt employees who worked in a Teller, In-Store Teller, Senior Teller, Lead Teller, LTOS, LTOS Trainee, Associate Banker, Lead Associate Operations, Personal Banker, Private Client Banker, or Relationship Banker position, or an equivalent position, for Chase in California at any time between November 17, 2016 and August 1, 2019.

 
• The Notice informs you that the parties have reached a settlement of the class action and informs you of your choices:

  

   

YOUR LEGAL RIGHTS AND OPTIONS IN THIS LAWSUIT


DO NOTHING 

If you do nothing, you will receive your share of the Settlement after the Court grants final approval of the Settlement and will be bound by the terms of the Settlement and will have released all of the legal claims covered by this action that you may have against Chase with the sole exception of claims under the Fair Labor Standards Act, 29 U.S.C. § 201 et seq. You will be bound by this release whether or not you cash your check before it becomes void. Once you cash your check, you will also will have released any and all claims under the Fair Labor Standards Act, 29 U.S.C. § 201 et seq.

 

This Settlement and your decision about whether to participate or exclude yourself from the Settlement Class (as further explained below) will affect any rights you may have as a potential “aggrieved employee” in other pending lawsuits brought on behalf of the State of California to recover civil penalties in your name for the same alleged violations of the Labor Code as were alleged in this lawsuit, including Manthei v. JPMorgan Chase Bank, N.A., San Diego County Superior Court, Case No. 37-2019-00024566-CU-OE-CTL and Orozco v. JPMorgan Chase Bank, N.A., Contra Costa County Superior Court, Case No. C19-01318. The Manthei and Orozco cases were filed after this lawsuit and allege certain overlapping claims under the Private Attorneys General Act (“PAGA”) that were the subject of this Settlement.


DISPUTE THE NUMBER OF PAY PERIODS YOU WORKED
The Notice contains the number of biweekly pay periods Chase’s records reflect that you worked in a covered position for Chase in California between November 17, 2016 and August 1, 2019. If you disagree with those pay periods, you may file a written dispute with the Settlement Administrator.

 
If you file a timely written dispute as to the number of biweekly pay periods, you should submit written proof proving your dispute. Chase’s records will be presumed accurate, and Chase will investigate and determine if the dispute appears to be valid. Chase’s decision will be binding and final. If your dispute is not approved, you will still be able to participate in the Settlement.

  

OBJECT TO THE SETTLEMENT
You may file a written objection to the terms of the Settlement.
If you file a timely written objection to the Settlement with the Court and serve both Plaintiff’s and Chase’s counsel with that objection, the Court may consider and may rule on any objection you have to the Settlement. You must not opt out of the Settlement and be eligible to file an objection. If you do not opt out and do not file a written objection, you may still appear at the hearing on final approval of the Settlement to raise an objection in person before the Court. If your objection is overruled, you will still be able to participate in the Settlement.

  

OPT-OUT OF THE SETTLEMENT
If you do not wish to receive money from the Settlement as a Class Member and wish to retain your rights to pursue the class action claims under the Labor Code at issue in this lawsuit, you may submit an Opt-Out Form to opt out from the class action Settlement as set forth below.

 
Note: You may not opt out of the portion of the Settlement relating to the settlement of claims under PAGA. Even if you opt out, you will still receive a check for your allocation of the PAGA portion of the Settlement, which will represent a payment for resolving disputed claims for civil penalties that were brought on your behalf. You will be bound by the PAGA portion of the release whether or not you cash this check before it becomes void. You will not be bound by the release of any claims that are not PAGA claims.

 
By opting out or excluding yourself from the class action, you will not share in any of the class action Settlement proceeds and will not be sent a Settlement check for the class action portion of the Settlement. You will also not be able to object to any of the terms of the Settlement. You will not be bound by any of the terms of the Settlement and will not release any of your legal claims against Chase. If you opt out of the Settlement, your share of the non-PAGA Settlement proceeds may be divided up amongst the class members who have not chosen to opt-out.