Welcome to the Website for the Braithwaite et al. v. Swire Pacific Holdings Inc. Class Action Settlement

You may be eligible for a payment from a class action settlement based on disputed allegations relating to the employment policies of Swire Pacific Holdings, Inc. (dba Swire Coca-Cola, USA) (now known as Swire Coca-Cola, USA Inc.).

A Washington State Superior Court authorized this Website.

One current and one former employee of Swire Pacific Holdings, Inc., Kevin Braithwaite and Steven Dedeaux (together, “Plaintiffs” or “Class Representatives”), filed a lawsuit against Swire Pacific Holdings, Inc. (“Defendant”) on behalf of themselves and a class of similarly situated employees. The lawsuit, Braithwaite et al. v. Swire Pacific Holdings Inc., No. 25-2-26285-5 SEA (the “Lawsuit”) is pending in King County Superior Court before Judge Rania Rampersad. Plaintiffs claimed in the lawsuit that Defendant entered into noncompetition covenants with employees in violation of Washington law. Defendant denies the allegations in the Lawsuit, that it is or can be held liable for the claims made in the Lawsuit, and that the claims made in the Lawsuit are appropriate to be pursued as a class action. Defendant made the business decision to resolve the Lawsuit to avoid the time, cost, inconvenience, and risk of continued litigation.

The Court has not made any determinations regarding the merits of Plaintiffs’ claims, and it has not decided whether Defendant violated the law.

The parties to the lawsuit (the “Parties”) have reached a proposed Class Action Settlement. The settlement includes a total payment by Defendant of $2,003,000.00 (“Common Fund”). On August 10, 2026, the Court issued an order preliminarily approving the settlement and authorizing the Settlement Administrator, Simpluris, Inc. (“Settlement Administrator”), to issue the Notice.

“Settlement Class Members” include “Plaintiffs and all current and former employees of Swire Pacific Holdings, Inc. who worked in Washington and earned less than twice the applicable state minimum hourly wage from September 9, 2022, through March 10, 2026.”

The Court still has to decide whether to approve the settlement. No settlement benefits or payments will be provided unless the Court approves the settlement and it becomes final.

Please read the information on this website carefully. Your legal rights are affected regardless of whether you act or do not act. For complete details, please see the Settlement Agreement, the terms of which control.