Big Al’s Inc. Reaches $450,000 Class Action Settlement Over Unlawful Employee Job Restrictions

Current and former Washington state employees of Big Al’s Inc. who earned less than twice the state minimum wage between Jan. 1, 2020, and May 22, 2026, may receive a direct cash payment from a $450,000 class action settlement resolving allegations that the company unlawfully restricted outside employment opportunities.

What Is the Big Al’s Inc. Class Action Lawsuit About?

The lawsuit, titled Lazova-Fast v. Big Al’s Inc., was filed in the Superior Court of Washington for Clark County. It centers on allegations that Big Al’s Inc. enforced restrictive workplace policies that improperly limited what its workers could do outside of their regular job hours.

According to court filings, plaintiffs claimed that Big Al’s Inc. bound its lower-wage staff to an outside employment policy—commonly known as an anti-moonlighting policy—that restricted them from taking secondary jobs or earning additional income with other employers. Plaintiffs alleged that imposing such restrictions on workers earning below a specific income threshold directly violated state labor regulations designed to keep the job market fair and open.

Big Al’s Inc. has denied all allegations of unlawful conduct and maintains that its employment policies complied with applicable regulations. However, to avoid the substantial financial cost, disruption, and unpredictability of prolonged court litigation, the company agreed to a $450,000 class action settlement to resolve the claims for all qualifying employees.

How Washington Law Protects Hourly Workers From Unfair Job Restrictions

To understand why this legal challenge was brought, it helps to look at the legal protections established under the Washington Noncompetition Covenants Act (RCW 49.62). Enacted to shield everyday people from unfair workplace constraints, this statute places strict limits on when and how employers can restrict their staff from working elsewhere.

Under Washington state law, companies are explicitly prohibited from restricting, restraining, or forbidding employees who earn less than twice the applicable state minimum hourly wage from holding a second job or working outside their primary employment. The law recognizes that lower-earning workers often rely on secondary income streams or flexible scheduling to support themselves and their families.

While limited exceptions exist for legitimate safety concerns or conflicts that directly interfere with reasonable scheduling expectations, state law generally treats broad anti-moonlighting restrictions on lower-wage employees as void and unenforceable. When corporations impose unauthorized employment rules across their workforce, class action litigation provides a mechanism for workers to join forces, hold companies accountable, and recover financial compensation for unlawful workplace practices.

Who Is Eligible for a Cash Payment Under the Settlement?

You may be eligible for a direct cash payout from this settlement if you meet specific employment and earning criteria established by the court.

The settlement class includes all current and former employees of Big Al’s Inc. who satisfy the following conditions:

• You were employed by Big Al’s Inc. in Washington state at any time between Jan. 1, 2020, and May 22, 2026.

• You earned less than twice the applicable Washington state minimum hourly wage during your period of employment.

Company records indicate that approximately 180 current and former workers meet these qualification standards. Official settlement notices have been mailed or emailed to individuals identified in Big Al’s Inc. personnel files. If you received a formal notice, company records confirm that you are likely an eligible class member.

If you did not receive a notice but believe you worked for Big Al’s Inc. in Washington during the qualification period and met the income threshold, you can contact the court-appointed settlement administrator, Simpluris Inc., to verify your employment history and confirm your status.

How Much Money Could You Receive From the $450,000 Settlement Fund?

Big Al’s Inc. has established a total settlement fund of $450,000. Rather than forcing workers to navigate complex formula calculations, the agreement specifies that each qualifying class member who does not opt out will receive an equal pro-rata share of the net settlement fund.

Before distribution to workers, the gross settlement amount of $450,000 will be used to cover court-approved administrative and legal expenses:

• Settlement Administration Costs: Up to $25,000 allocated to manage notice distribution and payment processing.

• Attorneys’ Fees: $149,999 awarded to class counsel for investigating and prosecuting the case.

• Attorneys’ Expenses: $5,000 to reimburse out-of-pocket litigation expenses.

• Class Representative Service Award: $20,000 awarded to the lead plaintiff for taking on the risks of representing the class.

After deducting these expenses, approximately $250,001 will remain in the net settlement fund. Divided equally among the estimated 180 class members, the average individual payout is expected to be approximately $1,388 per person.

The settlement administrator will treat these payments as nonwage damages for tax purposes and will issue IRS Form 1099 statements to recipients where applicable.

Do You Need to File a Claim Form to Get Your Payment?

One of the most user-friendly features of the Lazova-Fast v. Big Al’s Inc. settlement is that no action is required to receive your payment. You do not need to fill out a claim form or submit employment documentation to receive your funds.

The settlement administrator will automatically issue payments directly to all eligible class members using the contact details currently on file. Settlement checks will be distributed by mail to class members’ last known home addresses. If the settlement administrator lacks a valid mailing address or if an individual worker submits a formal request, electronic payments via digital payment services such as PayPal will also be made available.

If your physical mailing address, email address, or contact details have changed since you worked for Big Al’s Inc., it is critical that you update your information as soon as possible. You can submit updated contact information directly to the administrator:

Settlement Administrator Contact:

Lazova-Fast v. Big Al’s Inc.

c/o Simpluris Inc.

P.O. Box 26170

Santa Ana, CA 92799

Phone: 888-369-3780

Email: Info@BAIncSettlement.com

Once checks are issued, class members will have 180 days from the issuance date to cash or deposit them. Any uncashed funds remaining after 180 days will be turned over to the state of Washington as unclaimed property in accordance with state law.

Important Settlement Deadlines and What You Should Do Next

If you are an eligible class member, several key dates and deadlines determine how your legal rights are handled:

• August 24, 2026 – Exclusion (Opt-Out) Deadline: If you do not want to participate in the settlement and wish to retain your right to sue Big Al’s Inc. individually over these claims, you must submit a written request for exclusion postmarked no later than Aug. 24, 2026.

• September 25, 2026 – Final Approval Hearing: The court will hold a final approval hearing to determine whether the $450,000 settlement is fair, reasonable, and adequate. The court will also review requests for attorneys’ fees and administrative costs at this time.

• Payout Date: Assuming the court grants final approval and any potential appeals are resolved, the settlement administrator is scheduled to distribute cash payments approximately 45 days after final court approval.