Utilities One (hourly-paid field installation workers)
Table of Contents
Case Overview
Brown, LLC has filed a collective class action against Utilities One, Inc. and Utilities One Construction Inc. (collectively, “Utilities One”), alleging wage and hour violations under federal law and Washington law. This case has been filed on behalf of hourly-paid field installation workers.
Please note that a lawsuit filed against Utilities One does not necessarily mean that Utilities One will be found liable. The allegations contained herein remain unproven while the case proceeds through the legal system.
About the Defendants
The lawsuit alleges that Utilities One uses hourly-paid workers in telecommunications and infrastructure positions in the state of Washington and other states to conduct fiber-optic construction, installation, maintenance, and repair. According to the complaint, Utilities One shared or coordinated project management, onboarding, classification, assignments, supervision, payroll, and compensation functions, including through contracting or payment intermediaries. Utilities One is incorporated in New Jersey and maintains its principal place of business in Voorhees Township, New Jersey.
Claims in the Lawsuit
The lawsuit alleges that Utilities One violated federal and Washington wage laws by failing to pay Field Installation Workers all compensation owed for the work they performed. The principal allegations include:
Unpaid overtime under the FLSA
Field Installation Workers allegedly worked more than forty hours in many workweeks but were paid day rates, job rates, piece rates, production or footage rates, fixed weekly amounts, or similar compensation without a separately calculated overtime premium.
Independent-contractor and inconsistent classification practices
The complaint alleges that workers performing the same core field-installation work were sometimes treated as independent contractors or Form 1099 workers, while other documents identified them as W-2 employees or stated hourly wages. The lawsuit alleges that the economic reality of the relationship made the workers employees despite contrary labels.
Unrecorded compensable work
Utilities One allegedly failed to accurately record or pay for all time spent loading materials and equipment, traveling during the workday, performing field work, completing reports, handling utility-location requests, communicating about engineering issues, and performing other required pre-field and post-field tasks.
Understated production compensation
During production-based pay periods, the complaint alleges that compensable production or footage was sometimes omitted or understated, causing workers to receive less than the compensation they expected for completed work.
Washington overtime and wage-withholding violations
For workers in Washington, the complaint alleges unpaid overtime under the Washington Minimum Wage Act and willful withholding of wages under Washington wage-payment statutes.
Washington prevailing-wage violations
The complaint alleges that Field Installation Workers who performed covered labor on Washington public works projects were not paid all required prevailing wages, usual benefits, and applicable prevailing overtime premiums.
Workers Covered
Hourly-paid field installation workers who performed manual utility, telecommunications, cable, or fiber-optic construction, installation, maintenance, or repair work.
Locations Covered
Federal FLSA claims: Field Installation Workers employed by Utilities One anywhere in the United States who meet the collective definition described above.
Washington state-law claims: Field Installation Workers who performed covered work in Washington.
Time Period Covered
August 12, 2023, through the present.
Former workers may still be eligible if they worked for Utilities One during this period.
For the Federal FLSA claims, workers can still 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 Utilities One’s alleged violations were willful.
Case Status
August 12, 2026: The lawsuit was filed in the United States District Court for the District of New Jersey.
How to Participate
You may be eligible to participate if you worked for Utilities One, Inc. and/or Utilities One Construction Inc. as a utility lineman, aerial lineman, fiber lineman, cable installer, general laborer, or similar Field Installment Worker and believe you were: 1) not paid for working more than forty hours without a separate overtime premium; 2) performed unpaid loading, travel, reporting, or other pre-field/post-field work; 3) had your production or footage omitted or understated when being paid wages; or 4) performed Washington public works without receiving the required prevailing wages and benefits.
If you are interested in participating, 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 agreement and, if applicable, a Consent to Join Form. You owe no legal fees unless there is a recovery. If successful, attorneys’ fees may be sought from the defendant as allowed by law.
Can Utilities One Inc. retaliate against me for joining?
No. Federal and Washington wage laws prohibit retaliation against workers who assert their wage rights or participate in a wage-and-hour lawsuit. The complaint does not allege that Utilities One retaliated against workers in this matter.
Do I have to be currently employed by Utilities One to be potentially covered?
No. As long as you worked for Utilities One between August 12, 2023, and the present, you may be qualified to join this lawsuit.
What documents may be helpful?
Helpful documents may include offer letters, independent-contractor agreements, Forms 1099, pay statements, time records, schedules, meeting notices, emails or messages about mandatory meetings, route or assignment records, travel records, vehicle or device records, and any documents related to overtime.
Will I have to testify or provide documents?
Possibly, but not necessarily. Most wage-and-hour cases rely heavily on the employer’s timekeeping, payroll, scheduling, route, assignment, meeting, vehicle, device, and personnel records. However, saving any relevant documents you have can nevertheless be helpful.
How long will this case take?
Litigation timelines vary depending on court schedules, case complexity, settlement discussions, and how the defendants respond. Wage-and-hour-cases often take two to three years, though the actual timeline may be shorter or longer.
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 Utilities One. The case will proceed through the legal process.
Contact Information
Brown, LLC – Wage-and-Hour Lawyers
Phone: (877) 561-0000
Email: flsagroup@jtblawgroup.com