Goodyear, Pizza Hut, 7-Eleven, and Campbell’s Are All Facing Wage and Hour Lawsuits Right Now

Four unrelated wage and hour cases hit four different companies within the same few weeks. If you’ve worked hourly shifts at Goodyear, a Pizza Hut location, 7-Eleven, or as a contingent worker placed with Campbell’s, one of these might be about you. These aren’t one case — they’re four separate lawsuits, in four different courts, over four different pay practices. Here’s each one, broken down on its own.

Goodyear: Washington Workers Say Breaks and Overtime Were Shorted

A Washington resident named Arthur Sines filed a proposed class action against The Goodyear Tire & Rubber Co. in King County Superior Court on July 28, 2026. The complaint brings 10 causes of action, all under Washington state law, and centers on two things: missed breaks and miscalculated overtime.

Washington’s Industrial Welfare Act entitles hourly employees to a paid 10-minute rest break every four hours and a 30-minute meal period every five hours worked. Sines alleges Goodyear didn’t provide them consistently. On overtime, the complaint claims Goodyear calculated the rate using base hourly pay alone, leaving out shift differentials, commissions, and non-discretionary bonuses that state law says should count. Washington law requires overtime to reflect an employee’s full “regular rate,” not just the hourly number on a pay stub.

The complaint also alleges sick leave didn’t accrue correctly for all hours worked, wage statements were incomplete, and some employees were paid late, including at separation. If you clocked hourly shifts at a Goodyear location in Washington and regularly worked through breaks or earned bonuses and differentials on top of your base rate, this case is worth watching.

Who it covers: Hourly Goodyear employees in Washington state. Court: King County Superior Court. Status: Newly filed, no ruling yet.

Pizza Hut: A Utah Court Just Certified a Class Over Driver Reimbursement

This one has been building for a while, and it just reached a real milestone. Rebecca Brandi-Vanmeter sued MP2 Enterprises, LLC, a Pizza Hut franchisee, and its owners in the U.S. District Court for the District of Utah back in September 2023. On November 17, 2025, the court granted class certification, covering more than 147 delivery drivers who worked at MP2’s Pizza Hut locations across Nevada, Utah, and Arizona.

The claim is straightforward: drivers used their own cars to make deliveries, and MP2 allegedly reimbursed them at a rate well below what it actually cost to drive. Because base pay sat right around minimum wage, the shortfall in reimbursement effectively pushed drivers’ real earnings under the federal minimum wage, a violation of the Fair Labor Standards Act. Court filings also raised a separate wrinkle: some drivers had signed arbitration agreements naming “Pizza Hut, Inc.” directly, not just the franchisee, which is still being sorted out as the case moves toward the next stage.

That’s a real class, already certified, not just a filing. If you drove for a Pizza Hut location owned by MP2 Enterprises in one of those three states, you may already be part of it.

Who it covers: Delivery drivers at MP2 Enterprises’ Pizza Hut locations in Nevada, Utah, and Arizona. Court: U.S. District Court, District of Utah, No. 4:23-cv-00081. Status: Class certified November 17, 2025; case ongoing.

7-Eleven: A Tennessee Worker Says Hours Were Shaved to Dodge Overtime

A former 7-Eleven employee named Fuchs filed suit against 7-Eleven, Inc. in the U.S. District Court for the Eastern District of Tennessee on May 15, 2026. The complaint alleges the company required hourly workers to perform tasks off the clock and then shaved recorded time to keep their hours under the 40-hour overtime threshold, a straightforward Fair Labor Standards Act violation if proven.

Time-shaving claims like this usually turn on scheduling and punch-clock records, since the allegation is that hours actually worked don’t match hours actually paid. If you worked an hourly shift at a 7-Eleven store and were told to clock out before finishing tasks, or noticed your recorded hours didn’t match what you actually worked, this is the kind of pattern the case describes.

Who it covers: Hourly 7-Eleven workers, primarily in the case’s Tennessee jurisdiction for now. Court: U.S. District Court, Eastern District of Tennessee, No. 4:26-cv-00023. Status: Newly filed, no ruling yet.

Campbell’s: Contingent Workers Say Nights and Weekends Went Unpaid

The Campbell’s Co. and staffing firm CorTech LLC were hit with a proposed class and collective action in the U.S. District Court for the District of New Jersey around August 4, 2026. The suit claims Campbell’s and CorTech required hourly contingent workers, staffed through CorTech but working Campbell’s shifts, to work nights and weekends without paying the overtime federal and state law requires. UNVERIFIED — the named plaintiff and exact case number are not publicly available outside a Law360 subscription as of this writing.

Contingent and staffing-agency arrangements like this one raise a specific legal question: who’s actually the employer for wage law purposes. When two companies split responsibility for scheduling and payroll, workers sometimes get shorted while each company points at the other. If you worked a Campbell’s shift through CorTech and pulled night or weekend hours without overtime pay, that’s exactly the pattern this case describes.

Who it covers: Hourly contingent workers placed at Campbell’s through CorTech LLC. Court: U.S. District Court, District of New Jersey. Status: Newly filed, no ruling yet.

What Should You Do If You Think You’re Covered?

1. Figure out which case, if any, actually matches your situation. Employer, state, and job duties all matter here, and these four cases don’t overlap.
2. Save pay stubs, schedules, and any records showing hours worked versus hours paid.
3. For the Pizza Hut case, check whether your specific location was owned by MP2 Enterprises, since the certified class doesn’t cover every Pizza Hut franchise.
4. Watch the docket for whichever case applies to you. None of these has reached a settlement, so there’s no claim form to fill out yet.
5. If your case isn’t listed here, a wage and hour attorney in your state can tell you whether a similar claim already exists or is worth filing on your own.

None of these four companies has to do anything for you to be included, if a class eventually gets approved covering your situation. Right now, the most useful thing you can do is hold onto your records.

Frequently Asked Questions

Are these four lawsuits related to each other?

 No. Goodyear, Pizza Hut (through franchisee MP2 Enterprises), 7-Eleven, and Campbell’s are each named in separate lawsuits, filed in different courts, over different alleged pay practices. The only thing they share is timing and the general wage-and-hour category.

Do I need to sign up to join any of these? 

Not usually, and not yet. Only the Pizza Hut case against MP2 Enterprises has reached class certification. The other three are still in early stages, with no certified class and no settlement.

How do I know if the Pizza Hut case covers me? 

The certified class covers delivery drivers who worked at Pizza Hut locations owned by MP2 Enterprises in Nevada, Utah, or Arizona. Drivers at other Pizza Hut franchisees or corporate-owned locations aren’t automatically included.

What law applies to the Goodyear case? 

All 10 claims in the Goodyear complaint are brought under Washington state law, including the state’s Industrial Welfare Act on breaks and its overtime and wage-statement requirements. It only covers Washington employees.

What’s the difference between a “class action” and a “collective action” in these cases?

 A class action, like the certified Pizza Hut case, generally includes everyone in the defined group automatically unless they opt out. A collective action, like the FLSA claims in the 7-Eleven and Campbell’s cases, usually requires eligible workers to actively opt in once a collective is approved.

Will any of these settle for money?

 It’s too early to say for any of them. None has reached a settlement, and Pizza Hut’s is the only one that has cleared class certification. Settlement, if it happens, would likely be months or longer away.

Sources Used in This Article

• ClaimDepot — “Goodyear shorted Washington workers on breaks and overtime, new class action lawsuit alleges”: https://www.claimdepot.com/cases/goodyear-tire-class-action-alleges-workers-denied-breaks-overtime-pay-in-washington
• FindLaw — Brandi-Vanmeter v. MP2 Enterprises, LLC, Memorandum Decision and Order Granting Class Certification, D. Utah, Nov. 17, 2025: https://caselaw.findlaw.com/court/us-dis-crt-d-uta/117945557.html
• GovInfo (U.S. Government Publishing Office) — Case 4:23-cv-00081-DN-PK, Document 90, D. Utah: https://www.govinfo.gov/content/pkg/USCOURTS-utd-4_23-cv-00081/pdf/USCOURTS-utd-4_23-cv-00081-2.pdf
• Law360 Employment Authority — “Worker Says 7-Eleven Shaved Hours To Dodge Overtime,” May 18, 2026: https://www.law360.com/employment-authority/articles/2478948/worker-says-7-eleven-shaved-hours-to-dodge-overtime
• Law360 — “Campbell’s And Staffing Co. Hit With Unpaid OT Suit,” Aug. 4, 2026: https://www.law360.com/articles/2509325/campbell-s-and-staffing-co-hit-with-unpaid-ot-suit

Researched and written by Israr Ahmad, legal content researcher and founder of AllAboutLawyer.com. All facts verified against court-docket records, Law360, and official government case filings on September 2, 2026. Last Updated: September 2, 2026.

Disclaimer: This article is for informational purposes only and does not constitute legal advice. Laws vary by state and individual circumstances differ. For advice about your specific situation, consult a qualified attorney.