$9.5M FedEx Security Screening Pay Settlement, Did You Work at a Connecticut Facility?

FedEx agreed to pay $9,500,000 to settle a class action lawsuit brought by hourly workers at eight of its Connecticut facilities who were not paid for the time they spent going through mandatory security screenings and walking to and from time clocks before and after their shifts. A federal judge in Connecticut gave the deal preliminary approval on April 3, 2026. The settlement administrator is Rust Consulting Inc. Claim deadlines and the final approval hearing date are TBD — class members who receive a notice should respond promptly.

Quick Facts

Field	Detail
Settlement Amount	$9,500,000
Claim Deadline	TBD — watch for mailed notice
Who Qualifies	Hourly/non-exempt FedEx workers at 8 Connecticut facilities (class period TBD)
Payout Per Person	TBD — pro-rata based on hours and weeks worked
Proof Required	TBD — employment records likely used automatically
Settlement Status	Preliminarily Approved — April 3, 2026
Final Approval Hearing	TBD
Settlement Administrator	Rust Consulting Inc.
Plaintiffs’ Attorneys	Hayber McKenna & Dinsmore LLC
Court	U.S. District Court, District of Connecticut
Case Name	Alfonso v. FedEx Ground Package System Inc., Case No. 3:21-cv-01644

Current Status and What Happens Next

• A Connecticut federal judge gave preliminary approval to the $9.5 million settlement on April 3, 2026, covering FedEx workers at eight of its facilities in the state over unpaid time spent going through security screening before and after their shifts.
• The settlement administrator, Rust Consulting Inc., will send class notices to all eligible workers. Once you receive that notice, you will have a set deadline — TBD — to submit your claim form, opt out, or object.
• Plaintiffs’ attorneys at Hayber McKenna & Dinsmore LLC are requesting $3,160,000 in fees, which represents approximately 33% of the total fund. The court will review that request at the final approval hearing.

What Is the FedEx Security Screening Lawsuit About?

Every shift at FedEx’s Connecticut package facilities, hourly workers followed the same routine: enter through a single employee entrance, walk to a security checkpoint, wait in line, pass through a mandatory security screening, and then — only then — walk to the time clock to clock in. At the end of the shift, they clocked out and reversed the process, passing back through security before they could leave.

The lawsuit, filed in December 2021, argues that all of that time — the walking, the waiting, the screening itself — was compensable work time under Connecticut wage law. Workers were not clocking in until after the screening was complete, meaning they performed minutes of mandatory, employer-controlled activity every single day without any pay.

The purpose of the inbound security screening is to ensure the safety of FedEx’s workers, customers, and vendors by confirming employees are not bringing weapons or other contraband into the workplace. Completion of the screening is required to access the premises, clock in, and perform assigned duties — and employees are subject to discipline if they attempt to bypass the protocols.

Because FedEx required and enforced the screenings, and because employees had no option to skip them, plaintiffs argued the time directly benefited FedEx and should have been compensated. Connecticut’s wage and hour laws treat time that employees spend under the control of an employer — including mandatory security checks — as compensable working time.

The lawsuit covered unpaid walking and security screening time, and the class sought recovery under Connecticut wage statutes. FedEx denied wrongdoing but agreed to settle to avoid the cost and uncertainty of continued litigation.

Who Is Eligible to File a Claim?

You may qualify if:

• You worked as an hourly or non-exempt employee at one of FedEx Ground Package System’s eight Connecticut facilities covered by the settlement
• You worked there during the class period (specific dates TBD — watch your mailed notice for the exact range)
• You were required to go through a mandatory security screening before clocking in and/or after clocking out during your shifts
• You did not already release your wage claims against FedEx through a separate individual agreement

You do not need to currently work for FedEx to qualify. Former employees who left during the class period are equally eligible to participate.

Related article: YouTube Paid Trump $24.5 Million For White House Ballroom Renovation, Here’s What the Lawsuit Was Really About

If you previously worked at a FedEx facility in New Jersey, a separate but parallel $8.5 million settlement covers workers at 17 New Jersey locations. The proposed New Jersey settlement class spans all hourly or nonexempt workers who clocked in and out at FedEx New Jersey facilities between June 24, 2019, and October 31, 2025 — and could include approximately 97,795 individuals. That case is separate from the Connecticut settlement covered here.

How Much Can You Receive?

Individual payouts are TBD and will be calculated on a pro-rata basis — meaning your share depends on how many weeks you worked at a covered facility during the class period, the number of shifts you worked, and the total number of valid claims filed.

Attorneys at Hayber McKenna & Dinsmore LLC are requesting $3,160,000 in fees from the settlement fund. Additional costs for settlement administration and any service awards for named plaintiffs will also be deducted before the remaining net fund is distributed to class members. The court must approve all fee and expense requests at the final approval hearing.

No specific per-person payout amount has been confirmed. Your individual payment will appear in the class notice you receive by mail, which will calculate your estimated share based on FedEx’s employment records.

How to File a Claim

Rust Consulting Inc. is administering this settlement. Based on the typical process for wage-and-hour class settlements of this type, here is how participation works:

Step 1 — Watch your mail. Rust Consulting will send a class notice to every eligible worker using FedEx’s employment records. Check the return address carefully — settlement notices can look like junk mail.

Step 2 — Review your notice carefully. It will confirm your eligibility, the estimated value of your claim, and the deadline to file, opt out, or object.

Step 3 — Submit your claim form by the deadline shown in your notice, either online or by mail. If your employment records are on file, you may not need to submit additional documentation.

Step 4 — If you believe the records in your notice are incorrect — for example, if the number of weeks worked is wrong — contact Rust Consulting to dispute your employment data before the deadline.

Step 5 — Keep a copy of your submitted claim and any confirmation number you receive.

Step 6 — Wait for final approval. The court must hold a final approval hearing before payments are distributed. That hearing date has not yet been scheduled.

Estimated time to complete: 10–15 minutes

If you have not received a notice and believe you should have, contact Hayber McKenna & Dinsmore LLC directly — they are plaintiffs’ counsel in this case and can help you confirm eligibility.

Important Deadlines and Dates

Milestone	Date
Lawsuit Filed	December 10, 2021
Class Certified	March 2024
Settlement Proposed	March 6, 2026
Preliminary Approval Granted	April 3, 2026
Notice Mailed to Class Members	TBD
Claim Filing Deadline	TBD — see your mailed notice
Opt-Out Deadline	TBD
Objection Deadline	TBD
Final Approval Hearing	TBD
Expected Payment Date	TBD — after final approval and appeals

Frequently Asked Questions

Do I need a lawyer to file a claim in this settlement?

 No. You can file your claim directly using the form included in your class notice or through Rust Consulting’s online portal. Plaintiffs’ counsel — Hayber McKenna & Dinsmore LLC — already negotiated the settlement on behalf of the entire class and will receive their fees from the settlement fund, not from individual claimants. There is no cost to you to participate.

Is this settlement legitimate? 

Yes. A Connecticut federal judge granted preliminary approval to the $9.5 million settlement on April 3, 2026, after reviewing the terms for fairness under Rule 23 of the Federal Rules of Civil Procedure. The settlement administrator is Rust Consulting Inc., one of the country’s most experienced class action administrators. The case is pending before the U.S. District Court for the District of Connecticut.

When will I receive my payment?

 Payments will not go out until after the court grants final approval at the final approval hearing — which has not yet been scheduled as of April 5, 2026. After final approval, Rust Consulting will calculate and distribute payments, which typically takes several additional months. Your actual payment date is TBD.

What if I missed the claim deadline? 

The claim deadline has not yet been announced. Once it passes, late claims are generally not accepted. If you believe you received no notice but worked at a covered Connecticut FedEx facility during the class period, contact Hayber McKenna & Dinsmore LLC as soon as possible to verify your status before the deadline is set.

Will this settlement payment affect my taxes?

 Possibly. Wage settlement payments — including back pay for unpaid work time — are generally treated as taxable wages. You may receive a W-2 or 1099 from the settlement administrator depending on how the payment is categorized. Consult a tax professional for advice specific to your situation.

Is there a similar FedEx settlement if I worked in New Jersey?

 Yes, but it is a separate case. Workers at FedEx’s New Jersey facilities reached an $8.5 million settlement to resolve claims they were not paid for mandatory security screening and walking time before and after shifts. That settlement covers approximately 97,795 workers who clocked in and out at New Jersey package handling centers between June 24, 2019, and October 31, 2025. If you worked in New Jersey, you should look for a separate class notice specific to that settlement.

Why did Connecticut law require FedEx to pay for screening time when federal law does not? 

Federal law under the Fair Labor Standards Act has been interpreted by courts to generally not require pay for pre- and post-shift security screenings — based on a 2014 Supreme Court decision in Integrity Staffing Solutions v. Busk. However, state wage laws in states like New Jersey and Connecticut have been interpreted to encompass mandatory security screenings — making them compensable under state law even when federal law would not require it. Connecticut workers brought this case under Connecticut’s own wage statutes, which gave them a legal path that federal law alone would not have provided.

Sources and References

• Law360 — Preliminary Approval Coverage (April 3, 2026): law360.com/connecticut/articles/2461273 (subscription required)
• Law360 — Settlement Filing Coverage (March 6, 2026): law360.com/articles/2449995 (subscription required)

Last Updated: April 5, 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.