PERSONAL AND CONFIDENTIAL

PROTECTED BY ATTORNEY/CLIENT PRIVILEGE 

Singles v. Robinson Aviation, LLC, Case No. 5:26-cv-00061-JD (W.D. Okla.) 

Case Update: May 14, 2026 

On March 5, 2026, Defendant Robinson Aviation (RVA), Inc. filed a Motion to Dismiss and to Compel Arbitration, arguing that Plaintiffs’ claims could not proceed in court on the grounds that the grievance provision in the Collective Bargaining Agreement is the exclusive forum for FLSA claims. We opposed the Motion, and on May 12, 2026, the Court denied Defendant’s Motion, allowing the claims to move forward in Court. To read the Court’s decision and order, click here. 

We are now waiting for Defendant to file an Answer. After that time, the Court will set an initial conference during which the Parties will discuss a schedule for the case to proceed.

Case Update: January 20, 2026

We filed this lawsuit on January 15, 2026, in the United States District Court for the Western District of Oklahoma on behalf of Plaintiff Jeffrey Singles and all similarly situated Air Traffic Controllers who have worked for Robinson Aviation, LLC (RVA) and who affirmatively opt into the case.  NATCA is advancing the out-of-pocket costs of the litigation and, as such, the lawsuit is limited to dues-paying Union members.

Washington D.C., attorneys Gregory K. McGillivary, Molly Elkin, Sarah Block, Rachel Lerner of McGillivary Steele Elkin LLP and Oklahoma Attorney Matthew Dowdell of the Bond Gill law firm are representing you in this case. If you have any questions about the case, you can email us at [email protected], and include the case name “Singles v. Robinson Aviation” or the phrase “RVA OT” in the subject heading.

If you are a Plaintiff in the lawsuit, you would have received a letter from us confirming that we received your signed consent/retainer form and that it was filed in federal court. If you have co-workers who are NATCA members and are interested in joining the case, they must complete a consent form which they can obtain by contacting us at [email protected].

We are waiting for the Defendant to respond to the lawsuit. After that time, the Court will set an initial conference during which the Parties will discuss a schedule for the case to proceed. We will post any important case updates on this website.

Claims at Issue

This case concerns Defendant’s failure to pay Plaintiffs in accordance with federal law. The lawsuit alleges violations of the Fair Labor Standards Act (“FLSA”) due to Defendant’s practice of not including payments such as night-shift differential, Sunday premium pay, on-the-job training pay, and step-up pay, in the regular rate of pay at which overtime is paid for purposes of calculating overtime payments.

In an FLSA case, the date that each person joins the case is used for statute of limitations purposes for that person’s individual claims. Since there is a two-year, and possibly three-year statute of limitations in FLSA cases, this means that we can only recover damages going back two and possibly three years from the date that your consent form was filed in court.

This case is not a class action, meaning only Air Traffic Controllers, who submit a consent form that is filed in court are Plaintiffs in this case.

Terms of Representation

Plaintiffs’ counsel are being paid on a contingency fee basis, meaning that Plaintiffs’ counsel are only paid if we settle or win. Specifically, when you retained us to represent you, you agreed to a 25% contingency fee on the total recovery we obtain, inclusive of any statutory hourly fees we may recover from the Defendant (but excluding expenses we may recover).  The expenses are advanced by your Union, NATCA.  Because NATCA is funding the out-of-pocket costs of the litigation, we were able to offer Plaintiffs a reduced 25% contingency fee. If we do not win or settle, you will owe nothing.

Important Plaintiff Information!

If you have any documents (including personal emails and text messages) regarding RVA’s overtime polices or practices, or any communications with Defendant questioning how RVA calculates your overtime pay, please keep such documents. The Defendant may request these documents and you will be legally obligated to produce them. The documents may also be helpful in the prosecution of our case. We will also be requesting documents from Defendant such as payroll and timekeeping records.

Do not discuss the case on social media such as Facebook or X/Twitter, or post or share any attorney-client communications. Similarly, do not discuss the case with others through texting, using WhatsApp or other similar communications. If you do, such information will be discoverable and will lose any privileged status. The best way to avoid that is simply not to discuss the case on Facebook, WhatsApp, X/Twitter or other social media.

We must be able to keep in touch with you while the case is ongoing. As such, please let us know if your contact information (mailing address, email, or phone number) has changed or changes at any time while the case is pending. You can submit a change-of-address form on our website, here: https://www.mselaborlaw.com/contact-us/change-address.