Hampton Inn & Suites wage and hour record at a glance
Hampton Inn & Suites appears in 3 concluded Wage and Hour Division investigations in California, closed between Apr 19, 2012 and Jun 18, 2013. 1 of them found violations, 9 in all, and the employer agreed to pay $731 in back wages to 8 workers, with no civil money penalty assessed. Of the back wages, $731 was unpaid overtime and $0 unpaid minimum wage under the federal standard. The largest single case closed Jun 30, 2012 in Red Bluff with $731 for 8 workers. That places the employer at #10,833 of 23,910 California employers in the database by back wages.
Industry as coded by the Division: Hotels (except Casino Hotels) and Motels; Temporary Help Services. Laws involved: FLSA.
Every case, newest first
| Case closed | Period investigated | City | Findings | Back wages | Workers paid | Penalties | Laws |
|---|---|---|---|---|---|---|---|
| Jun 18, 2013 | Jun 2010 to Jun 2013 | Chino Hills | no violations found | 0 | 0 | 0 | |
| Jun 30, 2012 | Jun 2010 to Jun 2012 | Red Bluff | 9 violations | $731 | 8 | 0 | FLSA |
| Apr 19, 2012 | Apr 2010 to Apr 2012 | Redding | no violations found | 0 | 0 | 0 |
Also filed as: Larkspur Group LLC; Kumar Hotels Inc; Orion Hospitality LLC.
How to read this record
Each row is one federal investigation. Period investigated is the span of payroll the Division reviewed, usually two years back from the complaint. Back wages is what the employer agreed to pay for that period at the federal rate; penalties went to the government, not to workers.
Back wages computed under the federal law are usually a fraction of the California number for the same hours: the state minimum is $16.90 in 2026, overtime starts after 8 hours in a day, and each missed meal or rest period adds an hour of pay. Workers paid in these cases may still be owed that difference, and the federal release form covers only the federal claim.
Full explainer: what a Labor Department case is, and what it is not.
If you work, or worked, at Hampton Inn & Suites
Pull together your pay stubs and your own record of hours for the last three years, request your pay records in writing (the employer has 21 days under Labor Code 226), and keep any WH-58 receipt from a Labor Department payment. A free review tells you in one call whether the California numbers exceed what was paid, whether break premiums and waiting time penalties apply, and whether anything that happened after you complained counts as retaliation. Call (800) 371-3088 or send your stubs.
Source: U.S. Department of Labor, Wage and Hour Division enforcement database, California cases. Record last checked Oct 30, 2026. Back to the wage theft tracker.
About this data: Cases come from the U.S. Department of Labor Wage and Hour Division enforcement database (WHD compliance actions concluded since fiscal year 2005, California employers only), published by the Department of Labor and reloaded here every month. "Back wages" are amounts the employer agreed to pay at the close of the investigation; "penalties" are civil money penalties assessed. An investigation that found no violation is listed as such. The database does not include California Labor Commissioner cases or private lawsuits. This page is general information, not legal advice about your situation.