Denny’s (Reveille/Top Line) settlement details

Restitution

Current or former employees of Reveille Management LLC (Reveille) and Top Line Restaurants Inc. (Top Line) (together the Companies) will be eligible for restitution if both of the following are true:

• The employee worked a workday in New York state at one of 23 Denny’s franchise restaurants operated by the Companies between January 1, 2019, and April 30,2026, where, from start to finish (including breaks, lunch and split shifts), the total hours were more than 10 hours in the workday.
• The worker was not paid an additional hour at the then in-effect minimum wage (the spread-of-hours pay) for that workday.

We refer to workers meeting these conditions as eligible Top Line workers.

Atticus Administration LLC (Atticus) is the official settlement administrator for payment of the restitution funds. We expect Atticus will begin sending notices to eligible Top Line workers in August 2026. Eligible Top Line workers will have until October 31, 2026, to file a claim. Payments will be made on a rolling, monthly basis by check, Venmo, Paypal, ACH transfer, Zelle, Virtual Mastercard, or physical check.

Reveille/Top Line payment policy

Under the settlement agreement with OAG called the assurance of discontinuance (AOD), the companies committed to ensure that their workers receive spread-of-hours pay as they earn it.

Other benefits for workers

In addition to the restitution that will be paid to eligible current and former employees, the companies are required to do all of the following:

• provide, to all management and employees and in a form approved by OAG, notices of the companies’ policies regarding wage and hour compensation (including the spread-of-hours requirement), leave, breaks, harassment, and discrimination
• revise, in a form approved by OAG, the employee handbook to specifically mention the spread-of-hours requirement, and send to all employeesrevise, in a form approved by OAG, the earnings statements that are provided to employees with their payment to specifically label amounts related to spread-ofhours compensation
• train all new employees, and conduct annual training of existing employees, on the companies’ wage and hour policies under New York and federal law, including employee rights to spread of hours pay, breaks, and paid sick and family leave, as well as conduct annual anti-harassment and anti-discrimination training under New York and federal law, including the policies and procedures for reporting violations of these laws
• designate a point of contact within the companies to review any complaints that OAG receives from the companies’ current or former employees and that are related to: provisions of the AOD, the companies’ wage and hour practices, acts of the companies that allegedly violate discrimination and harassment law, or other issues concerning labor practices
• agree that they will not in any manner discriminate or retaliate against any of their employees, including but not limited to employees or former employees who cooperated or are perceived to have cooperated with OAG’s investigation of this matter
• agree not to discharge, refuse to hire, or take any adverse action against any of these employees except for legitimate, nondiscriminatory reasons that are unrelated to the OAG investigation and unrelated to any of the employees’ past, present, or future participation in any activities involving the exercise of their legal rights under New York or federal law