Vivint Inc. Accused of Failing to Pay for Mandatory Job Training

Top Class Actions’s website and social media posts use affiliate links. If you make a purchase using such links, we may receive a commission, but it will not result in any additional charges to you. Please review our Affiliate Link Disclosure for more information.

The security company Vivint Inc. is in the cross hairs of a potential class action lawsuit by former and current employees who were not paid or compensated in any way after going through mandatory training.  The proposed Vivint class action lawsuit would be brought on behalf of California trainees who are owed compensation for mandatory training under California labor law.

While Vivint has multiple locations across the United States, the majority of these complaints come from California where strict laws are in place governing unpaid training.

Some California employers have tried to avoid paying newly hired employees or applicants for the initial job training by titling this activity as “pre-hire training” or that the training is part of the interview process.  However, these descriptions do not hold any legal meaning, as employers are still required to pay for the job training, even if the employer does not hire the applicant.

Generally, the only time training, lectures, or seminars do not have to be compensated for by employers in California is when the following points of criteria are met for the employer:

• Attendance is outside regular working hours;
• Attendance is voluntary;
• The training course, lecture, or meeting isn’t directly related to the employee’s job; or
• The employees do not perform any productive work during the training.

Additionally, employers do not have to pay for any pre-job training or education that is considered general-use and not specific for the job or company that hired them.  Essentially, this means classes and training such as mandatory Continuing Educational Units or CPR certification is exempt from payment, because this training can be used in a variety of occupations.

Overview of Vivint Training Complaints

Vivint Inc. (formerly known as APX Alarm Security Solutions Inc.) is a private home security company which provides security systems and energy conservations services throughout the United States and Canada. Its headquarters are in Provo, Utah, and was first established in 1997. Due to its rapid growth and success it was named as one of America’s most promising companies in 2013 by Forbes Magazine, ranking 46 out of the 100 privately held companies listed.

However, Vivint is facing long-standing complaints of pricing, aggressive marketing tactics, and now unpaid job training allegations.

As mentioned earlier, there are very few cases where the employer can get out of paying for mandatory job training, as it does affect the hours worked.  Both California labor laws and the federal Fair Labor Standards Act (FLSA) require that employers pay employees for time spent on mandatory training.

An investigation into a new Vivint class action lawsuit from Vivint employees and trainees who never became employees have accused Vivint of failing to do so. Under California wage and hour regulations, employers are required to pay all nonexempt hourly employees for attending mandatory training programs, lectures, and meetings as well as travel expenses and other work-related expenses.

Vivint employees that underwent training without pay may be eligible to join a free class action lawsuit investigation against the security company. Violations may also result in severe penalties from the Department of Labor.

Join a  Free Vivint Training Class Action Lawsuit Investigation

If you underwent training at Vivint within the past four years and were not paid for your time, legal options are available. You may be eligible to join a free Vivint class action lawsuit investigation and pursue back pay of your unpaid training time and expenses. Submit your information now to see if you qualify at our Vivint Training Class Action Lawsuit Investigation.