UPS Unpaid Wages for Security Screenings

A proposed wage-and-hour class action alleges that United Parcel Service, Inc. (UPS) failed to pay hourly, non-exempt employees in Connecticut for time spent completing mandatory pre-shift and post-shift security screenings and related walking time.

The UPS unpaid wages class action highlights an important wage-and-hour issue for employees: time an employer requires employees to spend on its premises before clocking in or after clocking out may be compensable under applicable wage laws.

If you are an hourly worker who is required to complete unpaid security screenings, wait in line, walk to or from a time clock, or perform other required activities off the clock, contact Kehoe Law Firm to discuss your legal rights without cost or obligation.

What Does the UPS Unpaid Wages Class Action Allege?

The complaint, filed on August 27, 2026 in the U.S. District Court for the District of Connecticut, alleges that UPS maintained a policy requiring hourly, non-exempt employees at Connecticut facilities to complete mandatory security screenings without pay.

According to the complaint, UPS employees allegedly were required to:

• Arrive before their scheduled shifts and complete an entrance security screening before they were permitted to clock in;
• Wait in line, submit bags for inspection, remove metal objects, pass through a metal detector, and, when required, undergo an additional security search;
• Walk from the security screening station to the time clock before clocking in;
• Clock out at the end of their shifts, walk to the screening station, and complete a mandatory exit screening before leaving the facility; and
• Perform this pre-shift and post-shift activity without being paid for the time.

The complaint alleges that employees generally spent approximately 5 to 10 minutes waiting for and completing pre-shift screenings and approximately 7 to 15 minutes waiting for and completing post-shift screenings, in addition to time spent walking between the screening stations and time clocks and logging into the timekeeping system.

Why Mandatory Security Screening Time May Matter to Workers

The lawsuit is based on Connecticut wage law. The complaint cites the Connecticut Supreme Court’s 2026 decision in Del Rio v. Amazon.com Services, which held that time an employer requires employees to spend undergoing mandatory security screenings on the employer’s premises is compensable as “hours worked” under Connecticut law.

The complaint alleges that the unpaid screening and related walking time resulted in employees not being paid for all hours worked. For employees whose total work time exceeded 40 hours in a workweek after including the allegedly unpaid time, the complaint also seeks unpaid overtime.

Which UPS Workers May Be Affected?

The complaint seeks to represent current and former hourly paid UPS employees who underwent security screenings in Connecticut. It proposes two classes with different time periods:

• Statutory Class: current and former hourly paid UPS employees who underwent a security screening during at least one week in Connecticut in the two-year period before the complaint was filed through final resolution of the action.
• Common Law Class: current and former hourly paid UPS employees who underwent a security screening and worked fewer than 40 hours in at least one week in Connecticut in the six-year period before the complaint was filed through final resolution of the action.

Review the UPS Unpaid Wages Class Action Complaint

UPS Workers: Contact Kehoe Law Firm

If you worked for UPS in Connecticut and were required to complete security screenings or other required activities before clocking in or after clocking out without pay, send us a message to discuss your legal rights.

For a free, no-obligation legal evaluation, contact:

Michael Yarnoff, Esq., (215) 792-6676, Ext. 804
[email protected]
[email protected]

About Kehoe Law Firm, P.C.

Kehoe Law Firm, P.C. is a nationally recognized, plaintiff-side class action law firm representing investors, consumers, and employees in matters involving securities fraud, corporate misconduct, mergers and acquisitions, antitrust violations, whistleblower claims, data breaches, consumer fraud, employment law violations, and retirement-plan mismanagement. Its attorneys have served as lead or co-lead counsel in major securities cases, recovering more than $10 billion for institutional and individual investors.

Kehoe Law Firm’s class action legal services are provided on a contingency-fee basis, meaning plaintiffs are not responsible for attorneys’ fees or litigation expenses. Any request for attorneys’ fees and expenses will be subject to court approval.

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