Long Beach Community College $18 Million Settlement, Who Gets Paid, How Much, and the December 3 Deadline

Part-time instructors who taught for the Long Beach Community College District (LBCCD) between April 5, 2019 and August 25, 2025 may receive a payment from an $18 million class action settlement over unpaid minimum wages for work done outside the classroom.

You do not need to file a claim. If you are a class member and do not opt out, a check will be mailed to you after the court grants final approval and the settlement is funded.

The deadline that matters is December 3, 2026. It is the last day to opt out, object, or challenge the Weekly Credit Hours the District has on record for you. It is not a claim deadline.

Official settlement website: https://robertslbccdclassaction.com/ (no claim form exists for this settlement; payment is automatic)

Status as of October 22, 2026: The court has preliminarily approved the settlement. It has not been finally approved. The final approval hearing is set for February 9, 2027 at 10:00 a.m. No check date has been announced.

Quick Facts

Detail	Information
Case name	Karen Roberts et al. v. Long Beach Community College District
Case number	22STCV11381
Court	Superior Court of California, County of Los Angeles (Department 11)
Gross settlement amount	$18,000,000
Who is eligible	Part-time hourly instructional faculty who worked for the District from April 5, 2019 through August 25, 2025
Claim form needed?	No. Payment is automatic for class members who do not opt out
Official settlement website	https://robertslbccdclassaction.com/
Notice mailed	August 7, 2026
Opt-out deadline	December 3, 2026
Objection deadline	December 3, 2026
Weekly Credit Hours challenge deadline	December 3, 2026
Final approval hearing	February 9, 2027, 10:00 a.m.
Settlement administrator	Simpluris, Inc.
Administrator phone	(833) 360-6746
Administrator email	[email protected]
Current status	Preliminary approval granted; final approval pending

Who Qualifies?

You are in the class if the District employed you as a part-time hourly instructional faculty member at any time from April 5, 2019 through August 25, 2025.

• Former instructors qualify. You do not have to be teaching at LBCCD today.
• Short tenure can still qualify. Eligibility is based on working in the class period, not on a minimum number of terms. A shorter period of work will usually mean a smaller payment, because payment is based on hours.
• It is not a student settlement. Students and full-time faculty are not the class described in the settlement materials.
• Reports put the class at about 1,450 part-time faculty members.

If the District’s records list you as a class member, a notice should have been mailed to you on August 7, 2026. The first page shows your estimated payment and the Weekly Credit Hours the District has recorded for you. If you think you taught part-time during the class period but never got a notice, contact the administrator and ask whether you are in the class.

What Is the Lawsuit About?

Karen Roberts and Seija Rohkea, both part-time instructors, sued the District in 2022 for themselves and other part-time instructional faculty. They argued that LBCCD violated California minimum wage law by paying part-time instructors for classroom teaching hours but not for the time they spent working outside the classroom: preparing lessons, grading, meeting with students and handling other teaching duties. The suit sought back wages, liquidated damages and interest.

The District denies violating any law. It says its pay practices complied with the law and points out that part-time faculty pay was negotiated through a collective bargaining agreement with the instructors’ union, the Certificated Hourly Instructors (CHI). By settling, the District does not admit wrongdoing.

What Did the Judge Already Decide?

This case did not go straight from complaint to settlement. In February 2025, Judge Stuart M. Rice ruled on summary judgment and summary adjudication motions. According to the ruling and the settlement website:

• The court found that the District’s compensation for part-time instructional faculty does not comply with minimum wage law.
• The court granted the plaintiffs’ motion on their declaratory relief claim.
• The court granted the District’s motion in part on the plaintiffs’ claims under the Private Attorneys General Act (PAGA).
• The court did not decide how much money is owed to the class.

That last point is why a settlement happened. Rather than hold a trial on damages and risk appeals, both sides agreed to a negotiated amount with the help of a neutral mediator.

The California Laws Behind the Case

This section is general legal background. It is not legal advice, and the court’s orders and the settlement agreement control.

Law	What it does	Why it matters here
Labor Code § 1197	Requires employers to pay at least the applicable minimum wage and makes paying less unlawful	The core of the plaintiffs’ claim
Labor Code § 1194	Lets an employee recover unpaid minimum wages, interest, and reasonable attorneys’ fees and costs	The basis for the back-wage claim
Labor Code § 1194.2	Allows liquidated damages equal to the unpaid minimum wages plus interest, which a court can reduce if the employer acted in good faith with reasonable grounds	Explains why half of each payment is characterized as “liquidated damages and interest”
Labor Code § 1182.12 and later wage orders	Sets the state minimum wage schedule, which has risen over time	Explains why Weekly Credit Hours are weighted by term
Armenta v. Osmose, Inc. (2005) 135 Cal.App.4th 314	California courts have held that minimum wage must be paid for each hour worked, not averaged across hours	Supports the argument that unpaid non-classroom hours cannot be offset by pay for classroom hours
Code of Civil Procedure § 382	Authorizes class actions in California	The legal basis for suing on behalf of all part-time faculty
California Rules of Court, rule 3.769	Requires court approval of a class settlement, with notice to class members	Why there is a preliminary approval, a notice, and a final approval hearing
Labor Code § 2698 et seq. (PAGA)	Lets employees pursue civil penalties for Labor Code violations on the state’s behalf	The court ruled on the plaintiffs’ PAGA claims at summary judgment
Labor Code § 98.6	Generally prohibits retaliation against employees who exercise rights under the Labor Code	Relevant to concerns about retaliation; the District has also said it will not retaliate over settlement choices

How the court reviews a settlement. California courts generally ask whether a class settlement is fair, reasonable and adequate, weighing factors such as the strength of the case, the risks of continued litigation, the amount offered and the reaction of the class. That is the standard the court will apply at the February 9, 2027 hearing.

How Much Is the Settlement Worth?

The District will pay a gross settlement amount of $18,000,000. Several deductions come out before class members are paid. The judge decides the final amounts.

Deduction	Maximum requested
Attorneys’ fees	$1,440,000 (8% of the settlement)
Litigation expenses	$50,000
Class representative awards	$20,000 each, $40,000 total
Settlement administration	$16,000
Total maximum deductions	$1,546,000
Approximate net settlement if every maximum is approved	About $16.45 million

The net figure is arithmetic from the settlement’s numbers, not an amount stated by the court. The judge can approve less than the maximums, which would leave more for class members.

What Might My Payment Be?

Nobody can promise an amount, and your notice is the best source. For context, news reports cited court filings estimating that about 1,456 class members could receive more than $11,000 each on average if the settlement is finally approved. Dividing the approximate $16.45 million net by that class size gives a similar average of roughly $11,300.

That is an average, not a guarantee. Your payment depends on your own weighted Weekly Credit Hours. A person who taught more hours across more terms, especially in later terms when the minimum wage was higher, will generally receive more than the average. A person who taught less will generally receive less.

How Your Payment Is Calculated

Payments are based on Weekly Credit Hours, the number of credit hours the District assigned you to teach in each term during the class period.

1. The District provided the administrator with each class member’s Weekly Credit Hours by term.
2. Each term’s hours are weighted to reflect California’s rising minimum wage, so hours in higher-minimum-wage terms count for more.
3. The administrator divides the net settlement by the total weighted Weekly Credit Hours of all participating class members.
4. That per-hour value is multiplied by your weighted Weekly Credit Hours.

It is not a flat payment per instructor or per class taught. The estimate in your notice uses the District’s records and the parties’ current assumptions, so your final check may differ.

Do I Need to File a Claim?

No. Every class member who does not opt out is treated as a participating class member and will be mailed a single check. The settlement website states that you do not need to make a claim or fill out a form.

There are only three actions you might take before December 3, 2026, and they are all optional:

1. Challenge your Weekly Credit Hours if you think the District’s records are wrong.
2. Opt out if you do not want to participate.
3. Object if you stay in the class but disagree with the settlement.

Your Options at a Glance

Option	What it means	Deadline
Do nothing	You receive a payment (if the settlement is finally approved) and give up the released wage claims	N/A
Challenge your hours	You dispute the Weekly Credit Hours on record for you	December 3, 2026
Opt out	You receive no payment and keep the right to bring your own wage claims	December 3, 2026
Object	You tell the court why you disagree; you cannot opt out and object	December 3, 2026
Attend the hearing	In person, by phone or virtually, or send a lawyer at your own cost	February 9, 2027

How to Challenge Your Weekly Credit Hours

Your notice lists the hours the District recorded for you. If you believe you were assigned more Weekly Credit Hours than the records show, you can challenge the number.

How:

• Send the administrator a signed letter by mail, email or fax by December 3, 2026.
• Include copies of pay stubs or other records that show the correct hours. Do not send originals; they will not be returned.
• Identify the case and explain the discrepancy.

What to know:

• The administrator will accept the District’s numbers as accurate unless you send records showing otherwise.
• The administrator decides the challenge using your submission and input from class counsel and the District’s counsel.
• The administrator’s decision is final. You cannot appeal it.

Useful records: pay stubs, offer or assignment letters, workload or teaching assignment records, and any other document showing the credit hours you were assigned in a given term.

How to Opt Out

Opting out means no payment, but you keep the right to bring your own wage and hour claims against the District.

Send the administrator a signed letter that is postmarked or delivered by December 3, 2026. Late requests are invalid. Include:

• Case name: Karen Roberts et al. v. Long Beach Community College District
• Full name, present address and telephone number
• Approximate dates of employment
• Social Security number, for verification
• A simple statement that you do not want to participate

You must make the request yourself. A request made by someone else on your behalf is not valid. Keep a copy.

Mail to: Roberts et al. v. Long Beach Community College District Settlement Administrator P.O. Box 26170 Santa Ana, CA 92799

Think before opting out. Opting out does not mean you will win anything. Wage claims have legal time limits, and a separate lawsuit would cost time and money and has no guaranteed result. If you are considering it, talk to an employment lawyer well before December 3.

How to Object

Only class members who have not opted out can object. You may object that the settlement is unfair, or that the fees or awards requested are too high or too low.

• Send a signed written objection to the administrator by December 3, 2026.
• Say what you object to, why, and any supporting facts.
• Include your name, current address, telephone number and approximate dates of employment, and identify the case.
• Alternatively, object at the final approval hearing, in person or through a lawyer you hire at your own cost.

At least 16 court days before the hearing, class counsel will file its motion for final approval and its motion for fees, expenses and service awards. You can ask class counsel for copies at no cost, or view them on the settlement website’s documents page or the court’s website.

What Happens If You Do Nothing?

You stay in the class and, if the court grants final approval, you receive a payment. You also release certain claims against the District.

What you give up: claims that were, or reasonably could have been, alleged based on the class period facts in the complaint, including unpaid minimum wages, liquidated damages and penalties on them, and unpaid benefits contributions on them.

What you keep: other claims, including wrongful termination, Fair Employment and Housing Act claims, unemployment insurance, disability, Social Security, workers’ compensation, and claims based on facts outside the class period.

The release takes effect only after the judgment is final and the District has fully funded the settlement and paid employer payroll taxes. If the court denies final approval, or a judgment is reversed on appeal, the settlement is void: the District pays nothing and class members release nothing.

When Will Checks Be Mailed?

No check date has been set. The sequence is:

1. The court holds the final approval hearing on February 9, 2027 and decides whether to approve the settlement, the fees and the awards.
2. If approved, the court enters judgment.
3. The District must fund the settlement within 14 days after the judgment becomes final. The judgment becomes final on the date it is entered, or later if someone objects or the judgment is appealed.
4. The administrator then mails checks.

Objections or appeals could delay payment. The hearing could also be rescheduled, so check the settlement website before making plans.

The hearing: Department 11, Los Angeles Superior Court, 312 North Spring Street, Los Angeles, CA 90012, or virtually through LACourtConnect. Attendance is optional.

Taxes on Your Payment

The parties ask the court to treat each payment as follows:

Portion	Treatment
50% wages	Taxable wages, subject to withholding, reported on IRS Form W-2
50% liquidated damages and interest	Reported on IRS Form 1099

The District separately pays the employer payroll taxes on the wage portion. Neither side gives tax advice, and you are responsible for any taxes owed, so consider speaking with a tax professional. Keep your tax forms when they arrive.

Cash Your Check Promptly

Each check shows a void date. If you do not cash it by then, it is cancelled and the money is sent to the California State Controller’s Unclaimed Property Fund in your name. You would then have to claim it from the state. If you lose a check before its void date, the administrator will replace it if you ask.

Moved or Changed Your Name?

Checks are mailed to the same address as the notice. If you have moved, tell the administrator immediately so you do not miss your payment. If your name has changed since you taught at LBCCD, contact the administrator so your payment and tax form match your records.

Beware of Settlement Scams

You never have to pay a fee to receive your payment from this settlement. Use only the official website and the administrator’s contact details listed in this article. Be careful about unsolicited calls, texts, or emails that ask for your Social Security number, bank information or a “processing fee.” The only time the official materials ask for a Social Security number is for identity verification in an opt-out request. Do not call the court for settlement information.

Who Represents the Class?

The court-appointed class counsel are:

• Eileen B. Goldsmith, Altshuler Berzon LLP, San Francisco
• Joshua F. Richtel, Tuttle & McCloskey, PC, Fresno

Class members are not personally responsible for their fees. Any fees are paid from the settlement fund, and only if the judge approves them.

Timeline

Date	Event
April 5, 2019	Class period begins
2022	Plaintiffs file the lawsuit
February 2025	Court rules on summary judgment and summary adjudication
August 25, 2025	Class period ends
January 2026	District board approves the proposed settlement, according to news reports
August 7, 2026	Notice mailed to class members
December 3, 2026	Deadline to opt out, object, or challenge Weekly Credit Hours
February 9, 2027, 10:00 a.m.	Final approval hearing
Within 14 days after judgment is final	District must fund the settlement
After funding	Checks mailed (date not yet announced)

Why This Settlement Matters

Many part-time instructors are paid per class, while the work of preparing, grading and meeting with students takes place outside scheduled class time. This case tested whether a pay system built on classroom hours can satisfy California’s minimum wage rules once that work is counted. Reports note that the case has drawn attention at other California community college districts, and that other adjunct pay lawsuits are pending. Every district’s pay system is different, and this settlement does not decide any other instructor’s rights.

Frequently Asked Questions

Is the Long Beach Community College $18 million settlement real?

Yes. It is a court-supervised class action settlement in Roberts et al. v. Long Beach Community College District, Case No. 22STCV11381, with an official website and an independent administrator. It has preliminary approval and is awaiting final approval.

Who qualifies?

Part-time hourly instructional faculty who worked for the District at any time from April 5, 2019 through August 25, 2025.

Do I need to file a claim form?

No. Class members who do not opt out are paid automatically by mailed check.

What is the December 3, 2026 deadline for?

Opting out, objecting, and challenging your Weekly Credit Hours. It is not a claim deadline.

How much will I get?

Your notice shows an estimate based on your weighted Weekly Credit Hours. News reports based on court filings estimated an average above $11,000, but that is not a guarantee. The final amount depends on court-approved deductions and on how everyone’s hours are tallied.

What if the hours on my notice are wrong?

Send the administrator a signed challenge with copies of pay stubs or other records by December 3, 2026. The administrator’s decision is final.

What if I never received a notice?

Contact the administrator at (833) 360-6746 or [email protected] and ask whether you are in the class. If you taught part-time for the District during the class period, do this before December 3.

Can I opt out and still get paid?

No. Opting out means no payment, but you keep the right to bring your own wage claims.

Can I object and opt out?

No. Only class members who stay in the class can object.

Should I opt out?

Staying in means a payment and a release of the covered claims. Opting out means no payment but keeps your right to sue on your own, subject to legal time limits. If you are unsure, speak with a lawyer before December 3, 2026.

When will I be paid?

Not before final approval. The hearing is February 9, 2027. After judgment becomes final, the District has 14 days to fund the settlement, and the administrator then mails checks. Objections or appeals can add delay.

What if the judge does not approve the settlement?

The settlement becomes void. The District pays nothing and class members release nothing.

Will my payment be taxed?

The parties propose that 50% be treated as wages (W-2, with withholding) and 50% as liquidated damages and interest (1099). Consult a tax professional about your situation.

Can the District retaliate against me for opting out, objecting or taking the payment?

The District has said it will not retaliate against anyone for their choices about the settlement. California law also generally prohibits retaliation for exercising Labor Code rights. If you believe you were retaliated against, speak with an employment lawyer.

Does this settlement affect my other rights, such as wrongful termination or discrimination claims?

No. Those claims, along with unemployment insurance, disability, Social Security and workers’ compensation claims, are not released.

What if I lose or do not cash my check?

Ask the administrator for a replacement before the void date. After that, the money goes to the California Unclaimed Property Fund and you must claim it from the state.

Who do I contact with questions?

The administrator, Simpluris, Inc., at (833) 360-6746, [email protected], or by mail at P.O. Box 26170, Santa Ana, CA 92799. Do not call the court.

Related Reading

• Discover $15M Call Center Unpaid Wages Settlement
• Fontaine Modification $1.6 Million Employee Wage Class Action Settlement
• Pins Mechanical Co. Class Action Lawsuit: Servers and Bartenders Claim Stolen Tips and Unpaid Wages

Those cases are separate and do not affect any rights under the Long Beach settlement.

Sources

1. Official settlement website, Karen Roberts et al. v. Long Beach Community College District: home page (https://robertslbccdclassaction.com/)
2. Official settlement FAQ, including payment calculation, challenges, opt-out, objection, release and tax terms (https://robertslbccdclassaction.com/faq/)
3. Official settlement Important Dates page (https://robertslbccdclassaction.com/dates/)
4. Class Action Settlement Agreement and Class Action Notice, Case No. 22STCV11381, Los Angeles County Superior Court (posted on the settlement website’s Important Documents page)
5. Ruling on Submitted Matter re Summary Judgment and Summary Adjudication, Roberts v. Long Beach Community College District, Case No. 22STCV11381, February 18, 2025 (https://aft1493.org/wp-content/uploads/2025/05/Legal-LongBeachCC-PTinstructional-Feb2025.pdf)
6. Thomas Peele, EdSource / Long Beach Post, “Long Beach Community College District to Pay $18M to Settle Adjunct Lawsuit,” February 24, 2026 (https://lbpost.com/news/education/lbcc-adjunct-lawsuit-settlement)
7. California Labor Code §§ 98.6, 1182.12, 1194, 1194.2, 1197 and 2698 et seq.; Code of Civil Procedure § 382; California Rules of Court, rule 3.769 (https://leginfo.legislature.ca.gov)
8. Armenta v. Osmose, Inc. (2005) 135 Cal.App.4th 314
9. California Department of Industrial Relations, Minimum Wage FAQ (https://www.dir.ca.gov/dlse/faq_minimumwage.htm)
10. California State Controller, Unclaimed Property search (https://www.sco.ca.gov/search_upd.html)

Written by Israr Ahmad, Founder and Legal Content Researcher, AllAboutLawyer.com. This article is general settlement and legal information, not legal advice, and AllAboutLawyer.com is not a law firm. The settlement remains subject to final court approval. Eligibility, payment calculations, release terms and deadlines are governed by the official notice, the settlement agreement and court orders. Always confirm dates with the official settlement website or the administrator.