C.D.L. Electric Company, LLC, C.D.L. Electric Company, Inc., and C.D.L. Electric and Signals, Inc. (Hourly-Paid, Non-Exempt Rail Workers)

Brown, LLC has filed a lawsuit against C.D.L. Electric Company, LLC, C.D.L. Electric Company, Inc., and C.D.L. Electric and Signals, Inc. alleging wage and hour violations under federal as well as Kansas law, Oklahoma law, New Mexico law, and Missouri law. Filing a lawsuit does not mean C.D.L. Electric Company, LLC, C.D.L. Electric Company, Inc., or C.D.L. Electric and Signals, Inc. have been found liable. These allegations remain unproven while the case proceeds through the legal system.

About the Defendants

C.D.L. Electric Company, LLC, C.D.L. Electric Company, Inc., and C.D.L. Electric and Signals, Inc. employ hourly-paid, non-exempt rail workers to perform railroad safety and compliance work in the field and direct, control, and supervise the manner in which they perform their work providing electrical and rail infrastructure services, including rail-related safety and compliance support.

Claims in the Lawsuit

The lawsuit alleges that Defendants failed to pay rail workers and other similarly situated employees for all compensable hours worked, including overtime compensation for hours worked over forty in a workweek.

It alleges that rail workers performed railroad safety, inspection, travel, and related field-support work, including vehicle inspections, job-readiness tasks, preparation of job briefing materials, travel to employer-designated job sites during multi-day assignments, required documentation, reporting, closeout tasks, and mandatory training, within standardized procedures and performance expectations.

It further alleges that rail workers regularly performed required pre-shift, post-shift, travel, and training work without pay, and worked more than forty hours in a workweek without proper overtime compensation.

Workers Covered

Position(s): Rail workers, including positions commonly referred to as Rail Workers in Charge, Trackside Utility Coordinators, and Grade Crossing Monitors, who were paid on an hourly, non-exempt basis.

Locations Covered

Federal law claims: Rail workers employed by Defendants anywhere in the United States or any other place covered by the FLSA.

Kansas law claims: Rail workers employed by Defendants in Kansas.

Oklahoma law claims: Rail workers employed by Defendants in Oklahoma.

New Mexico law claims: Rail workers employed by Defendants in New Mexico.

Missouri law claims: Rail workers employed by Defendants in Missouri.

Time Period Covered

Federal law claims: March 26, 2023 to the present.

Kansas law claims: March 26, 2021 to the present.

Oklahoma law claims: March 26, 2023 to the present.

New Mexico law claims: March 26, 2023 to the present.

Missouri law claims: March 26, 2023 to the present.

Former employees may still be eligible if they worked during these periods.

For the federal law claims, workers can generally recover wages for two years before they join the lawsuit, or three years if the alleged violations are found to be willful. The complaint alleges willful FLSA violations.

Case Status

March 26, 2026: the lawsuit was filed in the United States District Court for the District of Kansas.

How to Participate

If you are interested in participating in the lawsuit, please complete the form below so that the wage and hour lawyers at Brown, LLC can assess your eligibility.

Frequently Asked Questions

Will Brown, LLC Be My Attorneys?

Yes, if you sign a retainer and or Consent to Join form. You owe no legal fees unless there is a recovery. If successful, attorneys’ fees are sought from the defendant, not from you.

Can Defendants Retaliate Against Me for Joining?

No. Federal and state wage laws prohibit retaliation against workers who join a lawsuit or assert their wage rights.

Will I Have to Testify or Provide Documents?

Possibly, but not necessarily. Many wage and hour cases rely primarily on employer payroll and compensation records. However, saving any relevant documents you may have can be helpful, even if they are not required at the outset.

How Long Will the Case Take?

Litigation timelines vary depending on court schedules, case complexity, and how the defendant responds. Wage and hour cases often take two to three years, though timelines can differ based on settlement discussions or court rulings.

Conclusion

If you have information related to the allegations or believe you may be affected, contact the wage and hour lawyers at Brown, LLC at (877) 561-0000 or email flsagroup@jtblawgroup.com. All inquiries are confidential, and accommodations can be made for calls after hours or on weekends.

These are allegations only. No finding of liability has been made against C.D.L. Electric Company, LLC, C.D.L. Electric Company, Inc., or C.D.L. Electric and Signals, Inc. The case will proceed through the legal process.

Contact: Brown, LLC – Wage and Hour Lawyers
Phone: (877) 561-0000
Email: flsagroup@jtblawgroup.com