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If you applied for a job at a Domino’s Pizza location in Washington state over the last few years, you may be eligible to receive a cash payout. Carpe Diem Pizza Inc. and King Beast Pizza, two major franchise groups operating Domino’s locations in the state, have agreed to a $1,000,000 class action lawsuit settlement.
The deal resolves allegations that the companies shut job seekers out of critical wage information by posting employment openings that hid required salary scales and benefit descriptions.
The legal battle, known as Moliga, et ano. v. Carpe Diem Pizza Inc., et ano. (Case No. 23-2-20218-0 SEA), was filed in King County Superior Court. The plaintiffs alleged that the Domino’s franchise operators routinely violated Washington state labor laws by publishing job advertisements that left out crucial financial details.
According to the complaint, the pizza operators posted job listings on various recruitment platforms that completely omitted the minimum and maximum wage scales, salary ranges, and general descriptions of benefits. The lawsuit argued that this practice denied job seekers the transparency they are legally guaranteed, making it difficult for everyday people to make informed career choices.
Carpe Diem Pizza and King Beast Pizza have denied all allegations of wrongdoing or unlawful behavior. The companies maintain that their hiring practices complied with relevant rules, but they decided to settle the class action lawsuit to avoid the extensive costs, risks, and administrative burdens of a trial.
The settlement establishes a gross cash fund of $1,000,000 to resolve all claims brought by the affected applicants. Before money goes out to eligible class members, specific court-approved administrative, legal, and representative expenses must be deducted from this total.
Under the terms of the agreement, the legal team representing the job seekers can request up to $333,333.33 in attorneys’ fees, representing one-third of the total fund. They can also request up to $5,000 to reimburse out-of-pocket litigation expenses incurred while pursuing the case.
Additionally, the class representatives who stepped forward to lead the lawsuit on behalf of their fellow applicants can receive service awards of $7,500 each, totaling $15,000 across the two named plaintiffs. Finally, up to $25,000 will be allocated to cover the costs of managing the notice and settlement administration. Once the court approves these deductions, the remaining portion of the $1 million fund will be split among eligible job applicants.
The legal backbone of this lawsuit is Washington’s Equal Pay and Opportunities Act (specifically RCW 49.58.110). This landmark wage transparency law is designed to help everyday people by ensuring they do not waste time applying for positions with pay rates that do not meet their financial needs.
Under the state law, any employer with 15 or more workers must provide the wage scale or salary range in every single job posting. Furthermore, the posting must include a general description of all benefits and other compensation offered for the role, such as health insurance, paid time off, and retirement options.
When corporations ignore these rules, they leave job seekers at a severe disadvantage. Pay transparency laws are crucial tools designed to narrow gender and racial wage gaps by forcing employers to set clear, good-faith compensation parameters before the hiring process ever begins.
You do not need to guess whether you are included in this legal resolution. The class action settlement covers a highly specific group of individuals who sought employment with these specific Domino’s operators.
You may be eligible to receive a pro-rata cash payment if you meet the following conditions:
Employer: You applied for a job opening with either Carpe Diem Pizza Inc. or King Beast Pizza (both operating Domino’s Pizza locations).
Location: The job opening you applied for was located within the state of Washington.
Timeline: You submitted your application between January 1, 2023, and May 26, 2026.
The Posting: The specific job advertisement you responded to did not include the wage scale, salary range, or a general description of benefits and compensation.
Records indicate that the settlement class includes approximately 2,065 unique job applicants who fit this description. Eligible class members do not need to submit a claim form to receive their portion of the settlement; payouts will be calculated and distributed automatically.
While payouts are designed to go out automatically to identified class members, there are strict deadlines if you wish to change your status in the lawsuit. If you do not want to participate in the settlement or if you want to preserve your right to sue the companies individually over these issues, you must exclude yourself.
The absolute deadline to opt out or submit a formal written objection to the court is August 10, 2026. If you do not submit an exclusion request by this date, you will remain part of the settlement class and give up your right to pursue independent legal claims against the operators.
A King County Superior Court judge is scheduled to hold a final approval hearing on September 8, 2026, at 1:00 P.M. during which the court will evaluate whether the $1 million deal is fair, reasonable, and adequate. If the judge grants final approval, the settlement administrator expects to mail check payments to eligible class members approximately 90 days after that date.
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