Pins Mechanical Co. Class Action Lawsuit, Servers and Bartenders Claim Stolen Tips and Unpaid Wages

Rise Brands, the parent company of Pins Mechanical Co., is facing a federal lawsuit filed April 15, 2026, in the U.S. District Court for the Southern District of Ohio, alleging widespread violations of the Fair Labor Standards Act (FLSA) and Ohio wage laws. The plaintiffs are current and former servers and bartenders who say the company took their tips and paid them below minimum wage for hours they couldn’t even earn tips.

If you worked at Pins Mechanical Co. in Columbus — or at any Rise Brands location — as a server or bartender, this case may directly affect you.

Field	Detail
Lawsuit Filed	April 15, 2026
Defendant	Rise Brands, Inc.; Pins Mechanical Co. LLC; Pins Mechanical Co. Easton LLC
Alleged Violation	Fair Labor Standards Act (FLSA); Ohio wage and hour laws
Who Is Affected	Current and former tipped employees — servers and bartenders
Current Court Stage	Complaint filed; active litigation
Court & Jurisdiction	U.S. District Court, Southern District of Ohio
Lead Law Firm	Barkan Meizlish DeRose Cox, LLP (Columbus, OH)
Next Hearing Date	TBD — not yet scheduled
Official Case Website	barkanmeizlish.com/cases-investigations/pins-mechanical-co-wage-violations-lawsuit
Last Updated	May 11, 2026

What Rise Brands Is Accused of Doing to Its Tipped Workers

The lawsuit alleges two separate wage violations. First, bartenders and servers were forced to share their tips with non-tipped staff — including members of a so-called “experience team” and managers — people who are not legally entitled to participate in a tip pool under the FLSA.

Second, bartenders were required to report at least an hour before their scheduled shifts and stay well after closing, performing tasks like cleaning, restocking, and equipment checks — all while being paid the tipped minimum wage, even though no customers were present and no tips could be earned during those hours.

Under the FLSA, employers can only pay tipped workers a reduced “tip credit” wage — as low as $2.13 per hour federally — if tips bring the total up to at least $7.25 per hour. When employees spend significant time on non-tipping tasks, that arrangement breaks down legally, and the employer owes full minimum wage for those hours. This is a core unpaid wages lawsuit built on the argument that Rise Brands used the tip credit as a cover to underpay workers for time it had no legal right to pay at that rate.

Are You Part of the Pins Mechanical Co. Class Action Lawsuit?

Here is how to know if this case includes you.

You may be part of this class if…

• You worked as a server or bartender at any Pins Mechanical Co. location
• You worked at another Rise Brands venue — including 16-Bit Bar + Arcade or No Soliciting
• You were required to share your tips with back-of-house staff, “experience team” members, or managers
• You were required to arrive before opening or stay after closing for cleaning, stocking, or equipment tasks while being paid a tipped wage
• Rise Brands operates more than a dozen Pins locations across Ohio, North Carolina, Indiana, Pennsylvania, and Tennessee — the lawsuit covers employees at locations across all these states

You are likely NOT included if…

• You worked in a non-tipped role such as kitchen staff, management, or administration
• You never worked directly in a tipped server or bartender capacity at a Rise Brands venue

Approximately 200 current and former Rise Brands employees have already joined the lawsuit, according to lead attorney Bob DeRose of Barkan Meizlish DeRose Cox, LLP. If you believe you were affected, you still have the opportunity to join.

Related article: Honey Baked Ham Data Tracking Cookie Opt Out Class Action Lawsuit, Were You Tracked Even After You Said No?

What Pins Mechanical Co. Workers Are Seeking in This Lawsuit

This is not a settlement — no money is available yet. But here is what the plaintiffs have asked the court for.

Plaintiffs are seeking unpaid minimum wages, unpaid overtime wages, unlawfully retained tips, liquidated damages, restitution, attorneys’ fees, and all other damages available under the FLSA and Ohio law.

Liquidated damages under the FLSA are significant — they can double the amount of unpaid wages owed. If a worker lost $3,000 in improperly pooled tips and underpaid pre-shift hours, they could potentially recover $6,000 before attorney fees are even considered. No specific settlement amount has been proposed or agreed to. The case is in active litigation.

A consumer rights lawyer or employment attorney can help you assess whether your specific situation qualifies for individual or class-based recovery — most employment class action attorneys offer a free legal consultation with no upfront cost.

What You Should Do Right Now If You Were Affected

You do not need to file a lawsuit on your own to potentially be included in this case. Most class members in FLSA collective actions do need to affirmatively opt in — meaning you may need to take a step to join. Here is what to do:

• Contact the law firm directly. Barkan Meizlish DeRose Cox, LLP is the lead firm. Reach them at barkanmeizlish.com or by phone at 740-204-2125. There is no cost to join.
• Save your records. Gather any pay stubs, schedules, tip-out sheets, or text messages that show what you were paid, when you worked, and how tips were distributed.
• Write down what you remember. Pre-shift and post-shift tasks, how tip pools worked, whether managers were included — document it while the details are fresh.
• Do not wait. FLSA claims have a statute of limitations — generally two years, or three years for willful violations. The longer you wait, the more wages fall outside the recovery window.

Pins Mechanical Co. Lawsuit Timeline

Milestone	Date
Complaint filed in Southern District of Ohio	April 15, 2026
Approximately 200 workers join the lawsuit	As of early May 2026
Class certification motion	TBD — not yet filed
Next scheduled court hearing	TBD — not yet set by the court
Expected settlement timeline	TBD — case is in early litigation stage

Frequently Asked Questions

Is there a class action lawsuit against Pins Mechanical Co.?

 Yes. A federal lawsuit was filed April 15, 2026, in the U.S. District Court for the Southern District of Ohio against Rise Brands — the parent company of Pins Mechanical Co. — alleging violations of the FLSA and Ohio wage laws affecting servers and bartenders.

Do I need to do anything right now to be included?

 FLSA collective actions typically require workers to opt in — unlike some class actions where you’re included automatically. Contact Barkan Meizlish DeRose Cox, LLP directly to add your name. The sooner you do, the more of your wages fall within the recovery window.

When will a settlement be reached in the Pins Mechanical Co. case?

 TBD — the case was filed in April 2026 and is in its early stages. FLSA wage cases of this scope typically take one to three years to resolve, depending on whether the parties reach a negotiated settlement or proceed to trial.

Can I file my own individual lawsuit against Rise Brands instead?

 Yes. You have the right to pursue an individual wrongful termination lawsuit or wage claim separately. However, for most workers, joining the collective action is faster and less expensive. An employment discrimination attorney or FLSA specialist can help you weigh both options.

How will I know if the Pins Mechanical Co. lawsuit settles?

 The lead firm — Barkan Meizlish DeRose Cox, LLP — will notify workers who have joined the lawsuit. You can also monitor the case docket directly through PACER at the Southern District of Ohio. The firm’s website at barkanmeizlish.com also lists case updates.

Does this lawsuit cover Pins Mechanical Co. locations outside Columbus? 

Yes. Rise Brands operates more than a dozen Pins Mechanical Co. locations across Ohio, North Carolina, Indiana, Pennsylvania, and Tennessee. The lawsuit covers tipped employees at locations across all these states — not just Columbus.

What is the “tip credit” and why does it matter here? 

The tip credit is a provision of the FLSA that lets employers pay tipped workers below minimum wage — as low as $2.13 per hour — on the assumption that tips make up the difference. The lawsuit alleges Rise Brands used this credit unlawfully by requiring tipped workers to share tips with ineligible staff and by scheduling work during non-tipping hours without bumping pay to the full federal minimum wage of $7.25 per hour.

Sources & References

• Barkan Meizlish DeRose Cox, LLP — Official case page and complaint: barkanmeizlish.com

Prepared by the AllAboutLawyer.com Editorial Team and reviewed for factual accuracy against the filed complaint and official law firm case page. Last Updated: May 11, 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.