TQL Overtime Lawsuit, Were You Cheated Out of Pay as a Freight Broker Trainee?

A federal court has already ruled that Total Quality Logistics violated federal labor law by failing to pay overtime to thousands of employees. The case is a collective action under the federal Fair Labor Standards Act and a class action under the Ohio Minimum Fair Wage Standards Act, filed against TQL for unpaid overtime wages. No money is available yet — the damages trial is still ahead — but if you worked at TQL as a trainee in Ohio between 2008 and 2016, this case directly affects you.

Field	Detail
Case Name	Hendricks v. Total Quality Logistics, LLC
Court	U.S. District Court, Southern District of Ohio
Judge	Hon. Michael Barrett
Liability Ruling	September 26, 2023 — TQL found liable
Class Size	4,500+ former employees
Damages Amount	TBD — damages trial pending
Who Qualifies	LAETs and Junior LAEs employed in Ohio, Sept. 2008 – April 2016
Settlement Status	Litigation phase — no settlement reached
Lead Counsel	Nichols Kaster LLP + Meizlish & Grayson
Contact	[email protected]

Where the case stands right now:

• On September 26, 2023, Judge Barrett issued an order finding TQL and Ken Oaks liable for unpaid overtime and liquidated — meaning double — damages.
• As of July 2024, the parties filed competing motions with the court regarding the extent, format, and timing for the exchange of damage-related information — the next step before a damages trial can happen.
• The damages trial could occur sometime in 2025 or early 2026, though the parties disagree on the exact timeline.

What TQL Was Accused of Doing to Workers

TQL recruited college graduates to work as Logistics Account Executive Trainees, paying them a fixed salary of $36,000 to $38,000 per year for at least six months before they could even be considered for a move to commission-based pay. The lawsuit says TQL owed those workers overtime on top of that salary — and never paid it.

Former employees told FreightWaves they were expected to work more than 60 hours per week to meet sales goals and were required to be available 24 hours a day, seven days a week to respond to customer problems. Despite those hours, TQL classified them as salaried employees exempt from overtime — a classification the court ultimately rejected.

TQL argued that the trainees’ tasks were administrative in nature and therefore exempt from the Fair Labor Standards Act’s overtime requirements, but the judge found that these duties were not directly related to the management or general business operations of TQL or its customers. TQL’s CEO Ken Oaks testified that he personally made the call to classify workers this way — and the court held him individually liable as a result.

Who Is Part of This Class Action?

Anyone who worked for TQL as a Logistics Account Executive Trainee or as a new Logistics Account Executive paid on a salary-only basis in Ohio at some point between September 21, 2008 and April 15, 2016, is an eligible class member.

You may be included if:

• You worked at TQL’s Ohio operations (including Cincinnati headquarters) during the covered period
• Your title was Logistics Account Executive Trainee (LAET) or Junior Logistics Account Executive (Junior LAE)
• You were paid a flat salary — not overtime — even when you worked more than 40 hours a week
• You were expected to make hundreds of cold calls per day, prospect for new clients, and manage freight from your mentor’s book of business
• You have not already opted out or been excluded from the class

If you are unsure whether you are part of the class, contact class counsel directly at [email protected].

How Much Could Workers Receive?

No dollar amount has been set yet. Lead attorney Bruce Meizlish said the plan is to argue that workers are owed time and a half for every hour they worked over 40, though the exact damages number is not yet known.

Judge Barrett ruled that TQL must pay not just the overtime wages owed, but also liquidated damages in an amount equal to the actual damages — which effectively doubles the total payout if that ruling holds through the damages phase. For a worker who put in 20+ extra hours per week for months or years, those numbers could add up to thousands of dollars per person.

The final amount depends on how the damages trial goes, how many hours each worker logged, and whether TQL appeals any outcome.

Related article: AT&T Data Breach $177 Million Settlement, When Will You Actually Get Paid?

What Happens Next — and What Workers Should Do

Following the exchange of damage-related information, class counsel will need to prove damages on a class and collective-wide basis at trial. The parties may also resolve the damages phase through briefing or a stipulated agreement without a full trial.

If you believe you are a class member and have not already been contacted or registered, reach out to class counsel now:

Nichols Kaster LLP (in partnership with Meizlish & Grayson, Cincinnati) Email: [email protected] Website: nka.com/cases/total-quality-logistics-llc

There is no money currently available, and there is no guarantee that you will receive money — but it is against the law for TQL to retaliate against anyone for joining the lawsuit.

The Other TQL Case: $22.5 Million Pregnancy Verdict (March 2026)

Separate from the overtime class action, TQL was hit with a major jury verdict just last week in a different case.

TQL was hit with a $22.5 million jury verdict in a lawsuit brought by former employee Chelsea Walsh, who alleged the company’s treatment of her during a high-risk pregnancy led to the death of her daughter shortly after birth.

Walsh had a pregnancy-related procedure in early February 2021 and was classified as high-risk. Her doctors told her to limit activity, stay on modified bed rest, and work from home. TQL denied that request and required her to come into the office.

The jury awarded $25 million total, apportioning 90% of the fault to TQL, resulting in the $22.5 million verdict against the company. This was an individual lawsuit — not a class action — so there is no claim process for other workers related to this verdict.

Frequently Asked Questions

Do I need a lawyer to participate in the overtime class action? 

No. Nichols Kaster LLP has partnered with Meizlish & Grayson to represent collective and class members, so you do not need to hire your own attorney to be part of the case. You can reach the team at [email protected].

Is this lawsuit legitimate?

 Yes. Judge Michael Barrett of the U.S. District Court for the Southern District of Ohio has already ruled that TQL violated the Fair Labor Standards Act, and TQL CEO Ken Oaks was found personally liable. This is an active federal court case, not a solicitation.

When will I receive my payment?

 There is no payment timeline yet. The damages trial must happen first, then any appeals would need to be resolved. Realistically, payments could be years away. There is no money currently available and no guarantee that any class member will receive money.

What if I missed the deadline to join the original lawsuit? 

The class was certified years ago, covering workers from September 2008 to April 2016. If you worked at TQL during that window in Ohio in a qualifying role, you may already be a class member. Contact class counsel to confirm your status.

Can TQL retaliate against me for being part of this lawsuit? 

No. It is against the law for an employer to retaliate against a person for joining a lawsuit to reclaim unpaid wages. If you experience retaliation, report it to your attorney or to the U.S. Department of Labor.

Will this settlement payment affect my taxes? 

Wage-related lawsuit recoveries are generally treated as taxable income, similar to back pay. The tax treatment will depend on how the damages are characterized — whether as wages, interest, or liquidated damages — which is TBD until after the damages trial. Consult a tax professional.

Does the $22.5 million pregnancy verdict affect my overtime claim?

 No. The two cases are entirely separate. The Walsh verdict involved a different legal theory (pregnancy discrimination and wrongful death) and a different plaintiff. It does not add to or subtract from the overtime class action.

Sources & References

• Class Counsel Case Page: Nichols Kaster LLP — TQL Overtime Lawsuit
• Court Docket: Hendricks v. Total Quality Logistics, LLC, U.S. District Court, Southern District of Ohio
• FreightWaves (March 2026): Ohio Jury Awards $22.5 Million in TQL Pregnancy Case

Last Updated: March 26, 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.