Class Action Against Randall Kaplan and His Business Entities: What California Employees Should Know

Josie R. Debellis v. Randall Kaplan

On April 8, 2025, Baker Burton & Lundy, P.C. filed a class action lawsuit in the Superior Court of California, County of Los Angeles, against Randall Kaplan and his various business entities, including RSK Companies, LLC, CollarCards, LLC, Sandee LLC, Thrive Properties, LLC, Thrive Properties II, LLC, Jump Investors, LLC, Jump Investors II, LLC, and Jump Investors.

The complaint alleges that employees working across Kaplan’s various business ventures were required to perform tasks for multiple companies but were not properly compensated according to California labor laws. Specifically, it claims that non-exempt employees (including those classified as independent contractors/1099 workers, W-2 employees, or unpaid interns) were required to work across different business ventures performing administrative tasks, social media marketing, data entry, podcast assistance, and personal errands, sometimes during evenings and weekends, without receiving proper compensation.

If you worked for Randall Kaplan or any of these companies within California from April 8, 2021, to the present, you may be a member of this class action.

Claims in the Lawsuit

The class action complaint alleges several wage-related claims including:

1. Failure to Pay Minimum Wages: The complaint alleges that employees were not compensated for all hours worked at the legally required minimum wage rate.

2. Unpaid Overtime: California law requires employers to pay overtime wages (1.5x regular rate) for work exceeding 8 hours per day or 40 hours per week, and double-time for work exceeding 12 hours in a day. The complaint alleges that these requirements were not met.

3. Meal and Rest Period Violations: California law entitles employees to both a paid 10-mintute rest period and a 30-minute unpaid meal period per work shift. The complaint alleges that these breaks were not provided, nor were premium wages paid when breaks were missed.

4. Business Expense Reimbursement: The complaint alleges that employees were required to use their personal cell phones and cellular data for work-related purposes without receiving reimbursement as required by section 2802 of the California Labor Code.

5. Wage Statement Violations: Under California law, employers must provide their employees with itemized wage statements accurately showing all hours worked, wages earned, and rates of pay. The complaint alleges that wage statements were inaccurate or incomplete.

6. Waiting Time Penalties: California law requires prompt payment of all wages due upon employment termination or separation. The complaint alleges this requirement was not met.

Understanding Class Action Lawsuits

A class action is a legal procedure where one or more plaintiffs file a lawsuit on behalf of a larger group (the “class”) who have suffered similar harm. In this case, the class includes all non-exempt employees who work or worked for Randall Kaplan or any of his companies from April 8, 2021, to the present. Generally, there is typically no active or affirmative involvement required from the absent putative class members.

If the court certifies the class, all eligible class members may receive compensation without having to individually file lawsuits or having to “opt in.” Upon certification of a class, the court approves the issuance of a “class notice” informing the class of the case, any proposed monetary settlement or recovery, and provides an opportunity and procedure to “opt out.”  Any monetary recovery is administered through a neutral third-party administrator who ensures the distribution of any settlement or judgment award is prompt, fair, and anonymous among the class.

Important Information About Release And Opt-Out Forms

If you are a current or former employee of any of the companies named in this lawsuit, you should be aware that employers sometimes ask employees to sign release or opt out forms in response to class action filings. These documents may waive your right to participate in the class action and receive any compensation you might be entitled to. Under California law, you have the right to consult with an attorney of your choosing before signing any such document. It is important to understand what rights you may be giving up before signing any release or waiver related to employment matters. It is also important to know that until the court grants certification of a class, there is no “class” to opt out from. The only way by which to opt out of a class is to through a court-approved class notice.

More Information

The lawsuit was filed in the Los Angeles Superior Court.  You can read all the allegations of the lawsuit by downloading a copy of the complaint here.

You may also reach out to our legal team for more information about the case, or do discuss your specific situation, by contacting our office for a free and confidential consultation.

Please note: The information contained on this page does not constitute legal advice. Please consult an attorney for legal advice on what to do in a particular situation.

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Josie R. Debellis v. Randall Kaplan, 24STCV10499, RSK Companies, LLC, Collarcards, LLC, Sandee LLC, Thrive Properties, LLC, Thrive Properties II, LLC, Jump Investors, LLC, Jump Investors II, LLC, Jump Investors, Class Action, Unpaid wages, Overtime, Meal breaks, Rest breaks, Misclassification, Independent Contractor, 1099, Opt Out, Opt In

Please note: This document does not constitute legal advice. Please consult an attorney for legal advice on what to do in a particular situation.