Amazon PA COVID-Screening Wage Settlement: No Claim Needed

At a glance

Status

Pending final approval

Defendant

Amazon.com Services LLC

Settlement fund

$3,000,000

Claim deadline

No claim deadline set yet

No-proof cash option

Yes — automatic payment from payroll records; no claim form

Estimated payout

automatic payment from payroll records; no claim form

Administrator

Atticus Administration, LLC

Court

United States District Court, Eastern District of Pennsylvania

Case number

Connelly v. Amazon.com Services, LLC (originally filed as Muniz v. Amazon.com Services, LLC), No. 5:23-cv-02768

Last verified September 9, 2026

Key dates

Milestone	Date	What it means
Claim deadline	No claim deadline set yet	Last day to file for a payment
Opt-out (exclusion) deadline	October 15, 2026	Last day to leave the settlement and keep the right to sue
Objection deadline	October 15, 2026	Last day to object to the terms
Final approval hearing	November 17, 2026	When the judge decides whether to approve the settlement
Expected payout	Not yet scheduled	Payments are not sent until after final approval and any appeals

What happened

This is a wage-and-hour case, not a data breach. The allegation, originally filed as Muniz v. Amazon.com Services, LLC and now proceeding under the caption Connelly v. Amazon.com Services, LLC (Renee Connelly is now the named class representative), is that Amazon required Pennsylvania hourly warehouse employees to undergo COVID-19 health screening, such as temperature checks, before their shifts, while those workers were already clocked in on a physical timeclock, without paying them for that screening time.

The case covers roughly 30,000 or more hourly workers at Pennsylvania warehouse facilities. The underlying legal theory is that time spent on a mandatory, employer-required task while an employee is on the clock is compensable work time under Pennsylvania wage law, and that screening time was not paid.

Amazon has not admitted liability. A settlement resolves the claims without a trial or a finding of wrongdoing.

Where this stands right now, and why

As of July 2026, this settlement has NOT received final approval, and no money has been distributed. Here is the sequence so far. On March 4, 2025, the court certified two classes in this case: a class under the Pennsylvania Minimum Wage Act (PMWA) and a separate common-law class covering the same underlying conduct. Certification means the court agreed the claims can proceed as a group case rather than thousands of individual lawsuits; it is a procedural milestone, not a ruling on the merits.

The parties then reached a settlement, and the court granted preliminary approval, which is what triggered the notice you may have received and the deadlines described below. The remaining step is a final approval hearing, scheduled for November 17, 2026, at 9:30 a.m., before Judge John M. Gallagher in the U.S. District Court for the Eastern District of Pennsylvania. Until that hearing happens and the judge signs off, the settlement is not final and no payments will go out. There is no payment date set yet, and there will not be one until after final approval.

The case number is 5:23-cv-02768.

Who is in the class

You are potentially eligible if you worked as an hourly Amazon employee in Pennsylvania and underwent COVID-19 screening while clocked in on a physical timeclock, with the relevant screening period running from April 1, 2020 through July 17, 2021. Two classes were certified: the Pennsylvania Minimum Wage Act class and a common-law class covering the same conduct; most eligible workers fall into one or both automatically based on Amazon's own employment records.

If you worked for Amazon outside Pennsylvania, or your screening did not happen on a physical timeclock while you were already clocked in, this settlement does not cover you.

How much people realistically get

The settlement fund is $3,000,000. There is no published flat per-person payout figure, and this page will not invent one. Payment is described as pro rata by workweeks worked during the screening period, meaning your share of the fund is proportional to how many workweeks you worked as an eligible hourly employee during that window relative to the total workweeks worked by everyone in the class. Someone who worked the entire screening period will generally receive more than someone who worked only a few weeks of it, but neither amount is fixed or guaranteed, and it depends on how the court ultimately allocates the fund after fees and costs.

What you need to do: nothing, unless you want out

This is the most important practical fact on this page. According to the court-filed settlement notice, "to participate in the Settlement, you do not need to take any further action... you will receive a settlement check" after final approval. There is no claim form. Payment will be calculated from Amazon's own payroll and timeclock records, not from anything you submit.

The only action-forcing deadline is October 15, 2026, and it only matters if you do NOT want to be part of the settlement, or if you want to object to its terms. Excluding yourself (opting out) means you leave the class, keep your own individual right to sue Amazon over this same conduct separately, and get nothing from this settlement fund. Objecting is different: it means you stay in the class and eligible for payment, but you tell the judge in writing that you think the settlement's terms are unfair, and the judge considers that at the November 17, 2026 hearing before deciding whether to grant final approval. Those are two different choices with two different consequences, and both use the same October 15, 2026 date.

If you do nothing by October 15, 2026, you remain in the class and are on track to receive an automatic payment once the settlement receives final approval and processing is complete.

There is no settlement website, and that matters for spotting scams

As of July 2026, no official settlement or claims website could be located for this case; the court-filed notice itself contains a blank space where a website address would normally appear. That is unusual, and it is worth flagging specifically for this settlement: because there is no legitimate site collecting claims for this case, any website, text message, or email asking a current or former Pennsylvania Amazon warehouse worker to "file a claim" or "verify eligibility" for this specific settlement is not legitimate. Since payment is automatic and there is nothing to submit, a request for your information tied to this case is a red flag by itself.

If you have questions about your status in this case, contact the court-appointed administrator, Atticus Administration, LLC, directly by mail at P.O. Box 64053, St. Paul, MN 55164, or by phone at 1-844-328-8428. You can also review the underlying case directly through the federal court docket for Connelly v. Amazon.com Services, LLC, case 5:23-cv-02768 in the Eastern District of Pennsylvania.

If you have general wage concerns beyond this case

If you believe you were not paid correctly for hours worked in Pennsylvania, separate from this specific case, the Pennsylvania Department of Labor and Industry handles wage complaints under the Pennsylvania Minimum Wage Act, and the U.S. Department of Labor's Wage and Hour Division handles complaints under the federal Fair Labor Standards Act. Both are free to use and do not require a lawyer to file a complaint.