Judge Approves $9.5 Million Settlement for FedEx Workers
A federal court in Connecticut has finalized a wage settlement involving unpaid security screening time for employees.
Updated on Oct. 28, 2026 in Unions
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A federal judge has granted final approval of a $9.5 million class action settlement between FedEx and its employees. The agreement resolves claims that workers were not paid for time spent completing mandatory pre-shift and post-shift security screenings.
Why it matters
The settlement ensures compensation for employees who performed uncompensated security checks during their shifts. It establishes a resolution for wage claims related to these specific workplace requirements.
The court awarded over $3.16 million in legal fees to the firm Hayber McKenna and Dinsmore LLC. This payment is part of the total $9.5 million settlement approved for FedEx workers.
The players
FedEx
A global delivery and logistics company that faced litigation over wage and security screening practices.
Hayber McKenna and Dinsmore LLC
The law firm that represented the employees in the class action lawsuit and was awarded legal fees by the court.
The details
The lawsuit centered on allegations that staff members were required to complete security screenings without receiving pay for the time invested. The finalized settlement provides a legal conclusion to these unpaid wage claims.
Timeline
October 28, 2026: A federal judge granted final approval for the attorney fees and the class action settlement.
Political Context
The ruling aligns with broader judicial interpretations of the Fair Labor Standards Act regarding compensable work activities. Critics of such settlements often argue that mandatory security screenings are essential security measures rather than compensable work time.
Employees involved in the class action will receive compensation for the time they previously spent on unpaid screenings. This resolution confirms that labor regulations concerning hourly compensation remain strictly enforced for non-exempt workers.
The takeaway
This case serves as a reminder for workers to track time spent on mandatory pre-shift duties. Employers must ensure that all required workplace security processes are accounted for in payroll to avoid future wage disputes.
Further reading
Learn more about local labor issues in Connecticut Unions.
Source note: This article includes information reported by Law360.
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