Former Hershey Employees Drop Wage Theft Lawsuit Immediately

UPDATE: In a surprising turn of events, two former employees of The Hershey Company have dropped their wage theft lawsuit against the candy giant, court filings confirm. Cody Vaughn and Gladys Coston-Gibson, who initiated the collective action lawsuit in May 2025, have requested the court to dismiss their claims with prejudice, effectively ending the case.

Vaughn worked at Hershey’s facility in Robinson, Illinois, from September 2024 to March 2025, while Coston-Gibson was employed at the Hazleton, Pennsylvania, plant from July 2020 to April 2024. Both alleged that the company illegally required them to don safety gear off the clock, an action that violates Supreme Court precedents mandating payment for “donning and doffing” personal protective equipment.

The lawsuit was intended to represent all Hershey employees subjected to similar practices. Notably, other plaintiffs, including James Barnett and Joe Adger Cornell III, joined the case later, but the matter was resolved swiftly before The Hershey Company had a chance to respond formally.

“When plaintiffs drop their claims with prejudice, it often indicates a settlement agreement,” legal experts suggest.

While court documents do not explicitly mention a settlement, such dismissals typically involve negotiated agreements, often accompanied by nondisclosure clauses preventing any public discussion of the terms. The implications for Hershey and its employees remain significant, as these allegations highlight ongoing concerns regarding labor practices in large corporations.

In a related situation, another former employee, Keith Pittman, filed a similar lawsuit against The Hershey Company in May 2025. He accused the company of wage theft and claimed retaliation through his termination after reporting the issue. Pittman’s lawsuit has also been resolved with a settlement, the details of which have not been disclosed, and the case was dismissed in mid-December 2025.

The Hershey Company has firmly denied the allegations in Pittman’s case, asserting that he and other employees did not work beyond 40 hours per week and were compensated fairly under labor laws. As of now, the settlement agreement for Pittman’s case allows the parties to reopen the matter if it is not executed by February 16.

Legal representatives from both sides have remained tight-lipped about the developments, with Eric Kim, lead counsel for The Hershey Company, declining to comment on the situation. Efforts to reach plaintiffs’ counsel have also been unsuccessful, adding to the uncertainty surrounding these cases.

This rapid dismissal of the wage theft claims signifies a crucial moment for labor rights and corporate accountability. The implications of these cases could influence how companies manage employee compensation practices moving forward. As the situation develops, further scrutiny over Hershey’s labor policies may arise, prompting potential changes in operational procedures.

Stay tuned for updates as more information becomes available regarding these significant legal developments.