Mexican Engineers Win $11.5M Settlement Over Alleged Labor Violations at Georgia Kia Plant

Key Takeaways

• A federal court approved an $11.5 million class-action settlement involving approximately 614 Mexican workers who held TN visas and were assigned to Hyundai Mobis and Kia Georgia facilities in West Point, Georgia.
• The lawsuit alleged that workers were recruited for engineering and technical positions but were instead assigned to manual production-line work, sometimes involving long shifts and extended workweeks.
• The plaintiffs also alleged that they were paid less than promised and were denied overtime compensation required under federal wage laws.
• The lawsuit included allegations involving the misuse of TN visas and claims that workers were placed in vulnerable positions because their immigration status was connected to their employment.
• Kia Georgia, Hyundai Mobis and the other defendants denied the allegations and agreed to settle the litigation without admitting liability or wrongdoing.
• The settlement provides separate compensation for alleged wage violations and fraud-related claims, meaning eligible workers can potentially receive payments under both portions of the agreement.
• The wage portion provides $30 for each qualifying week worked at Hyundai Mobis or Kia Georgia during the applicable period.
• Fraud-related payments are based on the worker’s assignment length, with scheduled amounts ranging from approximately $4,112.50 to $16,800 before applicable reductions.

What Is the Kia Georgia and Hyundai Mobis Settlement?

The Kia Georgia and Hyundai Mobis settlement resolves a federal class-action lawsuit brought by Mexican workers who alleged they were recruited to the United States for professional engineering and technical positions but were subsequently assigned to production-line jobs at automotive facilities in Georgia.

The case, Martinez v. Mobis Alabama LLC et al., was filed in the U.S. District Court for the Northern District of Georgia. The defendants include Kia Georgia Inc., Mobis Alabama LLC, which does business as Hyundai Mobis, GB2G Inc., doing business as Allswell, SPJ Connect Inc., and Youngjin Lee.

The settlement creates an $11.5 million fund for eligible class members. The case involves approximately 614 workers who satisfy specific requirements concerning their recruitment, employment, payment and TN visa status.

The settlement is significant because the allegations went beyond a conventional wage dispute. The workers claimed that professional qualifications and TN visa status were used during recruitment while the jobs they ultimately performed allegedly differed substantially from the positions represented to them before they came to the United States.

The defendants denied the claims. The settlement resolves the litigation without a trial determination that the allegations were proven and without an admission of wrongdoing by the defendants.

What Led to the Lawsuit?

The workers alleged that staffing and recruitment companies brought them to the United States after representing that they would work in engineering or other professional technical positions. According to the allegations, workers were subsequently assigned to manual production jobs at Hyundai Mobis and Kia Georgia facilities in West Point, Georgia.

The plaintiffs claimed that the difference between the jobs they were promised and the work they actually performed was substantial. Rather than performing professional engineering duties, some workers said they were placed on automotive manufacturing lines and required to perform manual labor.

The lawsuit also alleged that workers experienced long working schedules. Some plaintiffs claimed they worked shifts lasting approximately 12 hours and worked five or six days per week.

Compensation was another major issue in the litigation. The plaintiffs alleged that the wages they received did not match the compensation they were promised during recruitment and that they were not properly compensated for overtime hours.

These allegations formed the basis for federal wage claims as well as broader claims related to alleged fraud and the use of the TN visa system.

Who Is Covered by the Settlement?

The settlement covers a specific group of workers rather than every employee who has worked for Kia Georgia or Hyundai Mobis.

Generally, eligible individuals must have been recruited by Total Employee Solution Support LLC, SPJ Connect Inc., or GB2G Inc., doing business as Allswell. The workers must also have been assigned to work at Mobis Alabama LLC, doing business as Hyundai Mobis, or Kia Georgia Inc. at qualifying West Point, Georgia locations.

Another requirement is that the worker received wages from Allswell during the relevant assignment and held a TN visa at some point during the settlement’s applicable period.

The settlement class includes approximately 614 individuals, including the named plaintiffs. Because eligibility is based on specific employment and immigration circumstances, someone who worked for one of the companies but does not meet all of the settlement requirements may not qualify for a payment.

Workers who received an official settlement notice can use the information provided in that notice to determine their individual settlement status. The official settlement website provides access to settlement information and the distribution process.

What Were the Main Allegations?

The lawsuit alleged several categories of misconduct. One of the central claims was that Mexican professionals were recruited for jobs that were represented as engineering or technical positions but were later assigned to manual production work.

The plaintiffs also alleged wage violations. They claimed that their actual compensation was lower than the amounts represented during recruitment and that they were not properly paid overtime for hours worked beyond the applicable limits.

The workers further alleged that the defendants participated in conduct involving the TN visa system. TN status allows qualifying Mexican and Canadian professionals to temporarily work in the United States in designated professional occupations.

The plaintiffs argued that their immigration status created additional leverage over them because their ability to remain and work in the United States was connected to their employment arrangements. The lawsuit alleged that some workers were warned about immigration consequences if they complained about working conditions or attempted to find other employment.

Those claims were disputed by the defendants. The settlement should therefore be understood as a negotiated resolution of allegations rather than a judicial finding that the defendants committed the alleged violations.

How Did TN Visas Factor Into the Case?

The TN visa issue is one of the most important aspects of the lawsuit. TN status is designed for qualifying professionals from Mexico and Canada who work in occupations covered by the applicable U.S. trade agreement provisions.

Engineering is among the professional categories that can qualify for TN status when the necessary requirements are satisfied. The workers in this case alleged that they were recruited based on professional qualifications and expected to perform work consistent with those qualifications.

The lawsuit claimed that the actual assignments did not always correspond to those representations. According to the plaintiffs, some workers who entered the country expecting professional employment instead performed manual production work at automotive facilities.

The alleged mismatch between visa-related job descriptions and actual duties became an important part of the litigation. The plaintiffs argued that the arrangement gave recruiters and employers access to a workforce that was particularly vulnerable because the workers had traveled internationally and relied on their employment arrangements after arriving in the United States.

The case does not mean that use of the TN visa category by automotive companies or staffing agencies is inherently improper. Instead, it concerns the specific allegations and employment arrangements presented in this lawsuit.

How Much Can Eligible Workers Receive?

The $11.5 million settlement is divided into different components, and individual payments are not identical for every class member.

One portion addresses alleged violations of federal wage law. Under the settlement, eligible workers receive $30 for each qualifying week worked at Hyundai Mobis or Kia Georgia during the applicable wage period.

The settlement materials indicate that the average qualifying worker had approximately 54 weeks of employment for purposes of this calculation, producing an average wage-related payment of about $1,672.61. Individual wage payments can be higher or lower depending on the number of qualifying weeks.

A separate portion of the settlement addresses the fraud-related claims. Those payments are determined by the worker’s assignment length and the applicable settlement group.

Workers assigned for at least one day but no more than 60 days fall into Group 1, with a scheduled payment of $4,112.50.

Workers assigned for more than 60 days but no more than 120 days fall into Group 2, with a scheduled payment of $8,000.

Group 3 includes workers assigned for more than 120 days but no more than 400 days. The scheduled payment for that group is $16,800, although a $2,500 reduction applies to certain workers based on the applicable assignment date.

Group 4 covers workers assigned for more than 400 days. The scheduled payment is $11,100, with a $2,500 reduction applying to certain members under the settlement’s terms.

Because the settlement uses separate formulas, an eligible worker may receive both the weekly wage payment and the applicable fraud-related payment.

Why Are the Settlement Payments Different?

The different payment levels reflect the settlement’s treatment of two distinct categories of claims.

The wage component is tied to the number of qualifying weeks worked. Someone who worked for a relatively short period will generally have fewer qualifying weeks than someone who remained on an assignment for an extended period.

The fraud-related component instead uses assignment-length groups. This creates fixed scheduled amounts based on how long a worker was assigned, subject to the settlement’s additional rules.

This structure means the $11.5 million settlement should not be interpreted as approximately $18,700 for every worker simply by dividing the fund by the approximately 614 class members. The fund must account for the settlement’s formulas, attorneys’ fees and costs, administration and the individual circumstances of eligible workers.

What Happens to the $11.5 Million Settlement Fund?

The gross settlement fund is $11.5 million. The court also approved $3.45 million in attorneys’ fees and costs for the lawyers who represented the workers.

Other settlement administration expenses may also be paid from the fund. The remaining amount is distributed to eligible class members according to the settlement’s formulas.

The attorneys’ fee award represents 30% of the $11.5 million gross settlement. The court’s approval of the fee was part of the final settlement process.

For workers, the important point is that the headline settlement amount is the total fund, not an amount that each class member receives individually. Individual payments depend on eligibility, qualifying weeks, assignment length and the applicable settlement provisions.

What Did Kia Georgia and Hyundai Mobis Say?

Kia Georgia, Hyundai Mobis and the other defendants denied the allegations made by the plaintiffs. Their agreement to settle the lawsuit does not constitute an admission that they violated wage laws, immigration laws or other statutes.

Class-action settlements allow parties to resolve disputed claims without continuing through a full trial. In this case, the settlement provides compensation to eligible workers while ending the litigation and avoiding the additional uncertainty, expense and delay associated with continued court proceedings.

Readers should therefore distinguish between allegations in the complaint and findings entered after a trial. The settlement resolves the claims but does not establish that every allegation against every defendant was proven.

What Does the Settlement Mean for TN Visa Workers?

The case has broader implications for foreign professionals who accept temporary employment in the United States through TN status or other employment-based immigration categories.

For workers, one lesson is the importance of keeping copies of recruitment materials, offer letters, job descriptions, compensation agreements, timesheets and communications concerning job duties. Those records can be useful if the actual employment conditions differ from what was represented before the worker relocated.

The case also highlights the importance of understanding who the actual employer, staffing company and worksite operators are. In arrangements involving recruiters and staffing agencies, multiple companies can be involved in bringing a worker to the United States and assigning that worker to a particular facility.

Workers should also understand that temporary immigration status does not eliminate U.S. workplace protections. Federal and state employment laws can apply to foreign workers, although the specific rights and remedies available in a particular situation depend on the facts and applicable law.

For authoritative information about TN classification and employment-based immigration, workers can review the U.S. Citizenship and Immigration Services information on TN professionals.

What Should Settlement Class Members Do?

Workers who received a settlement notice should carefully review the notice and follow the instructions provided by the settlement administrator. The distribution process requires eligible class members to provide identifying and payment information.

The settlement materials indicate that workers can use the online distribution form with the identification information contained in their notice. Individuals who did not receive a notice but believe they may qualify should contact the settlement administrator rather than assuming they are excluded.

Workers should also keep their mailing address and contact information current until payment is received. A change of address can create delays if a settlement payment is sent to outdated information.

International recipients may have payment options that accommodate non-U.S. bank accounts. The settlement materials identify electronic transfers, international wires and paper checks among the available payment methods, subject to the administrator’s requirements.

Anyone receiving a settlement communication should verify that it comes from the legitimate settlement administrator before providing sensitive financial or personal information. Workers should not rely solely on unsolicited messages claiming to provide access to settlement funds.

What Is the Status of the Settlement?

The federal court approved the settlement and related attorneys’ fees in 2026. The case is identified as Martinez v. Mobis Alabama LLC et al., Case No. 3:22-cv-00145, in the U.S. District Court for the Northern District of Georgia.

The settlement administrator is Atticus Administration. Settlement communications identify the case as Martinez v. Mobis Alabama LLC et al., and the official settlement website provides information about the distribution process.

Payment timing depends on the final settlement requirements and receipt of the required distribution information. The settlement materials provide for distribution within the period specified by the settlement following final approval and receipt of a completed distribution form, subject to the applicable terms.

Because court-supervised settlements can involve deadlines, administrative procedures and different rules for different class members, eligible workers should rely on the current settlement notice and official settlement materials for their individual circumstances.

Frequently Asked Questions

Q: What is the Kia Georgia and Hyundai Mobis $11.5 million settlement?

It is a class-action settlement resolving claims brought by approximately 614 Mexican workers who alleged they were recruited for professional positions but were assigned to production work and subjected to alleged wage, overtime and other violations.

Q: Who may qualify for the settlement?

The settlement generally covers workers recruited by Total Employee Solution Support LLC, SPJ Connect Inc. or GB2G Inc., doing business as Allswell, who were assigned to Hyundai Mobis or Kia Georgia facilities in West Point, Georgia, received wages from Allswell and held a TN visa during the applicable period.

Q: How much is the Kia Georgia and Hyundai Mobis settlement worth?

The gross settlement fund is $11.5 million. Individual payments vary according to the settlement’s wage and fraud-related formulas.

Q: How much is the wage portion of the settlement?

The wage-related portion provides $30 for each qualifying week worked at Hyundai Mobis or Kia Georgia during the applicable wage period.

Q: How much can workers receive for the fraud-related claims?

Scheduled payments range from approximately $4,112.50 to $16,800 depending on the worker’s assignment group and applicable settlement rules. Certain payments are subject to reductions.

Q: Can a worker receive both settlement payments?

Yes. Eligible class members can qualify for both the wage-related payment and the applicable fraud-related payment, subject to the settlement’s eligibility requirements and calculations.

Q: Did Hyundai Mobis or Kia Georgia admit wrongdoing?

No. The defendants denied the allegations. The settlement resolves the litigation without an admission of liability or wrongdoing.

Q: What case is associated with the settlement?

The case is Martinez v. Mobis Alabama LLC et al., Case No. 3:22-cv-00145, in the U.S. District Court for the Northern District of Georgia.

Q: Where did the workers perform their jobs?

The settlement concerns qualifying assignments at Hyundai Mobis and Kia Georgia facilities in West Point, Georgia.

Q: What is the TN visa?

TN status is a temporary U.S. work classification available to qualifying Canadian and Mexican professionals working in designated occupations. The lawsuit alleged that some workers recruited under the TN program performed jobs that differed from the professional positions they were promised.

Q: Who administers the settlement?

Atticus Administration administers the settlement. Eligible workers should use the contact and claim information provided in their official settlement notice or on the official settlement website.

Q: Is the $11.5 million divided equally among 614 workers?

No. Individual payments are calculated using the settlement’s wage and fraud-related formulas. Attorneys’ fees, costs and administration expenses are also accounted for before the remaining settlement funds are distributed.

Settlement Details

Legal Settlement Detail	Information
Settlement amount	$11.5 million
Approximate class size	614 workers
Case name	Martinez v. Mobis Alabama LLC et al.
Case number	3:22-cv-00145
Court	U.S. District Court for the Northern District of Georgia
Type of case	Class-action employment and wage litigation
Primary work location	West Point, Georgia
Recruitment entities	Total Employee Solution Support LLC, SPJ Connect Inc. and GB2G Inc. d/b/a Allswell
Companies involved	Kia Georgia Inc. and Mobis Alabama LLC d/b/a Hyundai Mobis, among other defendants
Relevant immigration status	TN visa
Wage settlement calculation	$30 per qualifying week
Fraud-related Group 1 payment	$4,112.50 for 1-60 days assigned
Fraud-related Group 2 payment	$8,000 for 61-120 days assigned
Fraud-related Group 3 payment	$16,800 for 121-400 days assigned, subject to applicable reductions
Fraud-related Group 4 payment	$11,100 for more than 400 days assigned, subject to applicable reductions
Attorneys’ fees and costs	$3.45 million
Settlement administrator	Atticus Administration