Brown, LLC has filed a lawsuit against JACK Entertainment LLC, JACK Thistledown Racino LLC, and JACK Ohio LLC alleging wage and hour violations under the federal Fair Labor Standards Act and Ohio law. Filing a lawsuit does not mean the Defendants have been found liable. These allegations remain unproven while the case proceeds through the legal system.

About the Defendants

The lawsuit alleges that the Defendants operate, manage, control, or provide centralized services for JACK-branded gaming, racino, casino, racing, hospitality, food-and-beverage, entertainment, security, and surveillance operations, including JACK Thistledown Racino in North Randall, Ohio and JACK Cleveland Casino in Cleveland, Ohio.

Claims in the Lawsuit

Federal Claims

The lawsuit alleges that Defendants classified Supervisors at JACK Entertainment establishments as exempt from overtime and paid them on a salary basis, even though their primary duties allegedly consisted of front-line operational, departmental, and shift-support work rather than exempt management work.

According to the complaint, Supervisors regularly worked more than forty (40) hours in a workweek because of shift coverage, employee supervision or coordination, incident response, communications, monitoring, guest-service support, departmental coverage, meetings, and other operational work. The complaint alleges that Defendants did not pay Supervisors overtime compensation at one and one-half times their regular rates of pay for hours worked over forty (40) in a workweek.

Ohio Wage Claims

For Ohio employees, the lawsuit alleges that Defendants violated the Ohio Minimum Fair Wage Standards Act by failing to pay overtime wages owed for hours worked over forty (40) in a workweek. The complaint also alleges that Defendants violated the Ohio Prompt Pay Act by failing to timely pay earned wages, including final wages, and seeks civil damages under Ohio Rev. Code Section 2307.60 for alleged knowing wage nonpayment.

Workers Covered

Position(s): Supervisors employed by any Defendants at any JACK Entertainment establishment, including supervisors in departments such as surveillance, security, player services, VLT, VLT performance, EVS, sports betting, food and beverage, marketing, and related operational departments.

Locations Covered

Federal law claims: Supervisors employed by any Defendants at any JACK Entertainment establishment in the United States or any other place covered by the FLSA.

Ohio wage claims: Supervisors employed by any Defendants to work at any JACK Entertainment establishment in Ohio.

Ohio final-wage / unpaid-earned-wage claims: Members of the Ohio Class who allegedly were not timely paid all earned wages owed, including final wages, under Ohio law.

Time Period Covered

Federal law claims: June 5, 2023, through the present.

Ohio wage claims: June 5, 2023, through the present.

Ohio final-wage / unpaid-earned-wage claims: June 5, 2023, through 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 up to two years before the date they join the lawsuit by filing a signed consent form with the Court, or up to three years if the Court finds that Defendants’ alleged violations were willful under the FLSA. The complaint alleges willful FLSA violations.

Case Status

June 5, 2026: The lawsuit was filed in the United States District Court for the Northern District of Ohio, Eastern Division.

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.

First Name:(Required)

Last Name:(Required)

Email:(Required)

Phone Number:(Required)

This field is hidden when viewing the form

Brief Summary of Your Case

This field is hidden when viewing the form

Please select a case:(Required)

Do you believe that in the time period covered by the lawsuit, you worked in a covered job position and location and suffered from the specific violation(s) alleged therein?(Required)

Yes

Not Sure

Are you still working for the Defendant?

Yes

Employment has not yet begun

When did you start working for the Defendant?

When did you last work for the Defendant?

Provide the job position(s) you work(ed) for the Defendant:

What city(s) and state(s) were you located in when working for the Defendant?

This field is hidden when viewing the form

Please summarize any important facts or evidence you have regarding the claims in the lawsuit

Please summarize any important facts or evidence you have regarding the claims in the lawsuit(Required)

Frequently Asked Questions

Will Brown, LLC Be My Attorneys?

Yes, if you sign a retainer agreement and, if applicable, a Consent to Join form. You owe no legal fees unless there is a recovery.

Can JACK Retaliate Against Me for Joining?

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

Do I Have to Be Currently Employed to Participate?

No. Former employees may still be eligible if they worked for Defendants during the covered time period.

What Pay Practices Does the Lawsuit Challenge?

The lawsuit challenges Defendants’ alleged practice of classifying Supervisors as exempt from overtime and failing to pay overtime premiums for hours worked over forty (40) in a workweek.

What If I Was Paid a Salary?

Being paid a salary does not automatically make an employee exempt from overtime. The lawsuit alleges that Supervisors were paid on a salary basis but primarily performed operational and shift-support duties that do not qualify for an overtime exemption.

What If I Supervised Other Employees?

The fact that an employee supervises others does not automatically eliminate overtime rights. Whether an employee is exempt depends on numerous factors, including actual job duties, authority, discretion, and management responsibilities. The lawsuit alleges that Supervisors lacked sufficient management authority to qualify for exemption.

What If I Never Personally Complained About Overtime?

You may still be eligible. Employees generally are not required to complain internally before seeking unpaid wages under federal or state wage-and-hour laws.

What Compensation Is the Lawsuit Seeking?

The lawsuit seeks unpaid overtime wages, unpaid earned wages, liquidated damages, statutory damages, civil damages, pre- and post-judgment interest, attorneys’ fees, costs, and other relief permitted by law.

Will I Have to Testify or Provide Documents?

Possibly, but many wage and hour cases rely heavily on employer payroll, timekeeping, scheduling, job-title, job-classification, human-resources, personnel, and compensation records. Relevant paystubs, schedules, time records, texts, emails, job descriptions, handbooks, and policy materials may be helpful.

What Documents Should I Preserve?

You should preserve paystubs, schedules, time records, job descriptions, offer letters, handbooks, policies, emails, text messages, and separation or termination documents relating to your job duties, hours worked, pay practices, overtime, or final wages.

How Long Will the Case Take?

Timelines vary. Wage and hour cases can take months or years depending on court scheduling, discovery, motion practice, certification proceedings, settlement discussions, and how the defendants respond.

What Is the Current Status of the Case?

The lawsuit was filed on June 5, 2026, and is in its early stages. No court has ruled on the merits of the claims, and no class or collective action has been certified.

Contact

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

Important Notice

These are allegations only. No finding of liability has been made against JACK Entertainment LLC, JACK Thistledown Racino LLC, or JACK Ohio LLC. The case will proceed through the legal process.

Active Cases

JACK Entertainment, LLC (salaried supervisors)

Table of Contents

Categories