You might wonder why Vytl Controls Group Lawsuit case matters. A collective action lawsuit, Soares v. Vytl Controls Group, began on July 3, 2025, in the U.S. District Court for the District of Delaware. Plaintiff Mark Soares argues that Vytl Controls Group, along with subsidiaries W&O Supply, Inc. and Valve Automation and Supply of San Diego, Inc., misclassified inside sales representatives. That misclassification, he says, exempted them improperly from overtime pay as required under the Fair Labor Standards Act (FLSA).
Soares alleges that he and others regularly worked 50 to 55 hours per week but received only salary and bonuses with no time‑and‑a‑half for hours above 40. He says the company labeled inside sales reps as exempt, though they did not meet any legal exemption.
Why did Soares file this lawsuit now?
You may ask why this suit surfaced now. Soares filed in early July 2025 after observing pay practices over several years. He says the company treated nondiscretionary bonuses the same as salary, which FLSA requires to count toward overtime rate calculation. Those bonuses were based on sales volume or other metrics not tied to discretion (Class Action).
He claims that the employer failed to meet basic exemption criteria: inside reps do not work off‑site, they don’t supervise others, and they follow structured policies with limited autonomy. That violates thresholds for executive, administrative, or outside sales exemptions under FLSA.
The complaint also argues that Vytl acted willfully. In other words, the company either knew or should have known it violated FLSA rights. That carries the potential for extra damages if the court agrees.
Who is suing and who is being sued?
Here’s who is involved:
- Plaintiff: Mark Soares, former inside sales representative since June 2021.
- Defendants:
- Vytl Controls Group (formerly PVI Holdings)
- W&O Supply, Inc.
- Valve Automation and Supply of San Diego, Inc.
The suit covers employees across Vytl subsidiaries including A‑T Controls, Setpoint Integrated Solutions, Valsource, and Valve Automation and Control. So, if you worked at any of those as an inside sales rep, this could apply to you.
What does the complaint say about legal protections?
How does the law support Soares’s claims? Under 29 U.S.C. § 201 et seq. (FLSA), non‑exempt employees must receive overtime pay at 1.5× their regular rate for hours over 40 per week. The complaint argues he and others qualify as non‑exempt because none of the statutory exemptions apply.
The complaint also includes California state‑law claims. Soares alleges failure to pay withheld wages, reimburse expenses, timely pay earned wages, and payout for vested vacation time under California law.
Can you qualify to join this lawsuit?
If you ever worked as an inside sales representative or in a similar role at Vytl Controls Group or its subsidiaries, and you:
- worked more than 40 hours in at least one week in the past three years,
- were classified as salary‑exempt,
- and did not receive overtime pay at time‑and‑a‑half including bonuses
then you may qualify to join the collective action (Class Action).
What could happen if the lawsuit succeeds?
You might earn back minimum wages owed, overtime premiums, and possibly liquidated damages equal to those wages if the violation proves willful. The lawsuit also seeks court costs and attorneys’ fees under FLSA statutes. If California law applies, you could also receive unpaid vested vacation pay and penalties for late payment or expense reimbursement failures.
How is the case evolving at present?
The case is new. On July 3, 2025, the complaint, summons, and related forms were filed, with Soares demanding a jury trial. All defendants were served on that same date. So far, the court has not issued decisions. The case is still in the early stage. No hearings or briefs have appeared online yet. You can track updates via PACER or law‑firm filings.
Who represents Soares and how are people recruited?
The legal team comes from Berger Montague LLP, a firm handled large wage‑hour collective cases. They filed the lawsuit and are working with ClassAction.org to reach potential class members.
Current or former inside sales reps can fill out an intake form or contact the firm for a free consultation. They don’t pay up front and you don’t need to commit to joining yet. The firm coordinates notification and opt‑in procedures under 29 U.S.C. § 216(b).
How does this fit in broader wage‑hour law trends?
In January 2025, the U.S. Supreme Court issued a unanimous ruling in Carrera v. EMD Sales holding that FLSA exemption defenses require only a preponderance of evidence, not a higher “clear and convincing” standard. That makes it easier for plaintiffs in FLSA cases outside the Fourth Circuit to succeed if evidence shows misclassification.
Soares’s lawsuit takes place in Delaware, which follows the preponderance standard. That works in his favor if courts find Vytl misclassified employees. Bail case after that ruling was more likely to support plaintiffs.
Table summarizing key facts
| Question | Answer |
|---|---|
| When was the Vytl Controls Group lawsuit filed? | July 3, 2025 in U.S. District Court for Delaware |
| Who is suing? | Mark Soares, former inside sales representative |
| Who is sued? | Vytl Controls Group, W&O Supply, Valve Automation & Supply San Diego |
| What’s alleged? | Misclassification of inside sales reps as exempt, unpaid overtime, willful FLSA violations |
| Who else can join? | Inside sales reps at those companies working >40 hr/week in past 3 years |
| What laws apply? | FLSA (29 U.S.C. § 201+), California Labor Code |
| What relief is sought? | Owed overtime, liquidated damages, fees, unpaid wages, vacation pay under CA law |
| Who represents them? | Berger Montague LLP, via ClassAction.org recruitment |
| Legal burden standards in effect | Preponderance standard after Carrera v. EMD Sales, January 2025 ruling |
What should you do if this applies to you?
You can evaluate your situation by asking:
- Did you work over 40 hours in any week at Vytl or any covered subsidiary?
- Did you receive a fixed salary plus bonus but no overtime pay?
- Did you operate under a structured inside sales workflow, without supervision responsibilities?
- Did you make most sales from your desk or office?
If your answer is yes to those, you might consider contacting Berger Montague. You can fill out an intake form for free through ClassAction.org to learn next steps and figure out whether you might opt in. You won’t pay anything unless you consent to participate.
How does the business context matter?
Vytl Controls Group, formerly known as PVI Holdings, reorganized in early 2025. It unified subsidiaries like A‑T Controls, Setpoint, Valsource and W&O under the Vytl brand. That move suggest a unified HR structure and pay policies nationwide. If those policies applied uniformly, that strengthens claims that misclassification and pay practices were systemic. Courts look for company‑wide policies when certifying collective actions.
Vytl also reportedly draws multi‑hundred‑million‑dollar revenue. That scale may impact settlement dynamics if the lawsuit proceeds. Litigation risk often influences corporate decisions on class action settlement or defense.
What outcomes might you expect down the road?
The case may settle or proceed to motions and discovery. Key early motions might include plaintiff’s motion for conditional certification, request for notice to others, and defense motions to dismiss or challenge collective scope. If certified, Soares and the firm will ask the court to authorize distribution of notice form across eligible employees. Those employees then choose to opt in. If many opt in, the potential liability rises.
If case goes to trial or settles, eligible participants could receive back pay, overtime, bonuses included in regular rate calculation, plus damages. If the FLSA violation is willful, eligible workers could also recover liquidated damages equal to unpaid overtime. California-specific remedies may include vacation pay, penalties under Labor Code §§ 204, 210, 227.3. So, employees in California may benefit from those state claims.
What questions should you ask legal counsel?
Ask:
- How do you determine whether my bonus counted toward overtime rate?
- What records do you need for hours worked?
- What if I live in California?
- How long does it take before conditional certification?
- When could any injunction or settlement materialize?
- What costs or fees apply if I opt in?
Those questions help you understand your role, timing, and potential outcome.
Why might this case draw interest?
Vytl Controls Group lawsuit reflects a rising trend in wage‑hour litigation involving inside sales misclassification. Several recent suits hit tech and retail companies. The FLSA demands overtime pay unless specific exemptions clearly apply. Overbroad exemptions can expose employers to liability. Soares’s case fits that trend. A court ruling or settlement here may affect how companies classify inside sales reps nationwide.
What should you expect next?
You may expect:
- Motion for conditional certification to identify class members;
- Notice mailed to inside sales employees inviting opt-in;
- Early depositions and data production around hours and pay practices;
- Motions to define class scope or dismiss state law claims;
- Potential mediation or settlement talks mid‑2026 if case progresses.
If you follow this case, watch for filings on PACER or updates via ClassAction.org or the law firm’s site.
What can you take away?
If you worked inside sales at Vytl or a subsidiary in the last three years, and you worked overtime without time‑and‑a‑half pay, your overtime rights may have been violated. Vytl Controls Group lawsuit gives a path to recover unpaid wages and potentially other remedies. You can take action now by reading your pay history, tracking hours worked, and contacting legal counsel. You don’t pay to ask questions or sign up. If enough people join, the case gains strength.
Stay informed. Watch for updates in court and consider joining if it fits your situation.
