America First Credit Union $850K Wage Settlement, Did You Work Branch Hours Off the Clock?

America First Credit Union agreed to pay up to $850,000 to resolve a collective action lawsuit alleging it failed to pay nonexempt branch employees for time spent performing security procedures at branch opening and logging into computers before clocking in. If you worked as a nonexempt branch employee at any AFCU branch location between November 3, 2022, and July 15, 2025, you may qualify for a cash payment based on your weeks worked. You must file a consent form to receive any money. The deadline is May 11, 2026.

Quick Facts

Current Status and What Happens Next

• Open for claims — the settlement is currently accepting consent to join and release forms from eligible branch employees.
• Claim deadline: May 11, 2026 — this is a hard deadline. Employees who do not submit their consent form by this date will not receive any payment and will give up their right to participate in this settlement.
• Payment timeline: approximately 5 months after May 11, 2026 — eligible claimants who submitted valid forms can expect checks around October 2026, mailed to the address they provided on their form.

What Is the America First Credit Union Lawsuit About?

Plaintiff Jennings — a current or former AFCU branch employee — filed the collective action lawsuit Jennings v. America First Credit Union, Case No. CACE26002800, alleging AFCU violated the federal Fair Labor Standards Act (FLSA) and applicable state wage-and-hour laws by requiring nonexempt branch employees to perform compensable work before officially clocking in.

The lawsuit alleged two specific off-the-clock work practices. First, AFCU required branch employees to perform security opening procedures — such as disarming alarms, unlocking doors, and conducting security checks — before their shift officially began and before they clocked in. Second, AFCU required employees to log into their computers and open necessary programs before starting the clock — a process that could take several minutes per shift. Across multiple days and years, plaintiffs argued this uncompensated time added up to meaningful unpaid wages and overtime.

AFCU denied all allegations and any wrongdoing. The credit union agreed to the settlement to avoid the expense and uncertainty of continued litigation, and the settlement does not constitute an admission of liability.

Who Is Eligible to File a Consent Form?

• You may qualify if you worked for America First Credit Union as a nonexempt classified branch employee — regardless of your specific job title — at any time between November 3, 2022, and July 15, 2025.
• You may qualify if you worked at any AFCU branch location in the United States — including locations in Utah, Nevada, Idaho, and Arizona.
• You may qualify whether you are a current AFCU employee or a former employee who no longer works at the credit union.
• You do not need to remember specific incidents of working before clocking in — the settlement administrator determines eligibility and payment amount using AFCU’s own employment and payroll records.

If you received a notice about this settlement, AFCU’s records confirm you worked as a branch employee during the covered period. If you believe you qualify but did not receive a notice, contact the settlement administrator at 866-602-2260 or [email protected].

How Much Will You Receive?

Your payment depends on how many weeks you worked as a nonexempt branch employee during the covered period. Workers with more workweeks receive a proportionally larger share of the net fund.

Payment calculation — every week worked equals one point:

Your payment = (Your total eligible workweeks ÷ Total eligible workweeks for all claimants) × Net settlement fund

The settlement administrator has identified approximately 173,829 total eligible workweeks across all potential class members. If the actual total eligible workweeks among all claimants who file exceeds 179,044 (3% above the estimate), AFCU will increase the settlement fund proportionally.

Estimated net fund available to claimants: ~$485,125

Settlement fund breakdown:

Important tax note: Your payment splits evenly for tax purposes — 50% is treated as wages and reported on a W-2 with payroll taxes withheld, and 50% is treated as nonwage income reported on a 1099. You will receive both forms. Consult a tax professional if you have questions about how to report this income.

Uncashed checks become void after 120 days and funds revert to AFCU — not to a charity or unclaimed property program. Cash your check promptly.

How to File a Claim

Step 1 — Visit the official settlement website at afcusettlement.com and click “File Online” to submit your consent to join and release form electronically. Alternatively, download and print the PDF form from afcusettlement.com to complete by hand.

Step 2 — Complete the consent to join and release form with your full name, current mailing address, and any other required personal information. Make sure your address is current — the settlement administrator will mail your check to the address you provide on this form, not your address on file with AFCU.

Step 3 — Submit your completed form by one of the following methods before May 11, 2026: online at afcusettlement.com, by email to [email protected], by fax to 888-495-9746, or by mail to: AFCU Settlement Claims Administrator, 6420 Flying Cloud Drive, Suite 101, Eden Prairie, MN 55344.

Step 4 — Save your submission confirmation or keep a copy of your mailed or faxed form for your records.

Step 5 — Once your check arrives approximately 5 months after the May 11, 2026 deadline, cash it within 120 days. Checks not cashed within 120 days become void and funds revert to AFCU — there is no unclaimed property program or second chance to collect.

Estimated time to complete: Under 5 minutes online.

Important Deadlines and Dates

Frequently Asked Questions

Do I need to file a form to receive my payment? 

Yes — this settlement requires you to submit a consent to join and release form by May 11, 2026. Unlike some settlements that pay automatically, you will receive nothing if you do not file. Visit afcusettlement.com to file online in under five minutes, or mail your completed form to the settlement administrator in Eden Prairie, Minnesota.

Is this America First Credit Union settlement legitimate?

 Yes. The collective action, Jennings v. America First Credit Union, Case No. CACE26002800, is a court-supervised FLSA collective action. The official settlement website is afcusettlement.com, administered by the AFCU Settlement Claims Administrator (CACSG). Verify any communication by calling 866-602-2260 or emailing [email protected].

When will I receive my payment?

 The settlement administrator will mail checks to all eligible claimants approximately 5 months after the May 11, 2026 claim deadline — meaning most claimants can expect checks around October 2026. Cash your check within 120 days of the issue date — uncashed checks revert to AFCU and will not be reissued.

What happens if I don’t file by May 11, 2026?

 If you do not submit your consent to join and release form by May 11, 2026, you will not receive any payment from this settlement. You will also release your FLSA and state wage claims against AFCU for the covered period if you do nothing — meaning you give up your right to sue separately without receiving anything in return. File your form now to protect your interests.

Will this settlement payment affect my taxes?

 Yes. Your payment splits evenly — 50% reported as wages on a W-2 with payroll taxes withheld automatically, and 50% reported as nonwage income on a 1099 with no automatic withholding. You may owe income taxes on the 1099 portion when you file your return. Consult a qualified tax professional to understand your full tax obligation based on the amount you receive.

What exactly did AFCU allegedly fail to pay me for? 

The lawsuit alleged AFCU required branch employees to perform two types of off-the-clock work without pay. First, performing branch opening security procedures — such as disarming alarms, checking premises, and unlocking entry points — before clocking in. Second, logging into computers and opening necessary programs before the clock started each shift. Under the FLSA and applicable state laws, all time an employer “suffers or permits” an employee to work — including pre-shift time — must be compensated.

What is the difference between a collective action and a class action? 

In a traditional class action, all eligible individuals are automatically included unless they opt out. In an FLSA collective action, it works the opposite way — you must affirmatively opt in by filing a consent to join form to participate and receive any payment. This is why filing your form by May 11, 2026 is so important. If you do nothing, you receive no payment and your claims may be affected.

My job title at AFCU was not “branch employee” — do I still qualify? 

Possibly. The settlement covers all “nonexempt classified branch employees” regardless of exact job title. If you worked at a branch location in a nonexempt (hourly) role during the covered period, you may qualify even if your official title was teller, member services representative, loan officer, branch associate, or another position. The settlement administrator will verify your eligibility against AFCU’s payroll records.

Sources and References

1. Official Settlement Website — afcusettlement.com
2. Online Consent Form — afcusettlement.com/onlineclaim.cfm
3. Notice and Claim Form PDF — afcusettlement.com
4. U.S. Department of Labor — FLSA Overview and Worker Rights

Current and former branch workers who experienced similar off-the-clock wage violations at other employers in California may also want to understand their rights under the California wage and hour claim statutes of limitations — which govern how long you have to pursue unpaid wages, overtime, and missed break penalties independently of any settlement. Hourly workers in senior care who received similar notices about unpaid wages may also want to review the Watermark Retirement Communities $2.5 million California wage settlement for nonexempt hourly employees, with an opt-out deadline of May 8, 2026.

Last Updated: March 17, 2026

Disclaimer: This article is for informational purposes only and does not constitute legal advice. Legal claims and outcomes depend on specific facts and applicable law. For advice regarding a particular situation, consult a qualified attorney.

About the Author

Sarah Klein, JD, is a licensed attorney and legal content strategist with over 12 years of experience across civil, criminal, family, and regulatory law. At All About Lawyer, she covers a wide range of legal topics — from high-profile lawsuits and courtroom stories to state traffic laws and everyday legal questions — all with a focus on accuracy, clarity, and public understanding.
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