OptumCare and the Hong Family Janitorial Entities Cited $438,204: Client-Employer Liability Under Labor Code 2810.3

The company whose name is on your shirt is not always the only employer who owes you. On November 24, 2025, the Labor Commissioner announced citations totaling $438,204 against several janitorial companies, their owners, and OptumCare Management LLC for wage theft affecting more than 90 janitors who cleaned manufacturing, laboratory, and healthcare facilities in Los Angeles and Orange counties. DIR News Release 2025-117, with a correction that the total was updated. On October 21, 2025, the Labor Commissioner issued a Notice of Final Findings affirming that amount in unpaid wages, damages, penalties, and interest.

What the Law Says

DIR found janitors were denied minimum and contract wages, overtime, split-shift premiums, meal and rest period premiums, and accurate wage statements. Investigators found Winsor Maintenance Inc., Winsor Services, Inc., Main Source Group, Inc., Main Source Global, Inc., Main Source World, Inc., and Top Building Material & Supply, Inc. operated as a single enterprise controlled by Sunkee “Charles” Hong, Michelle Hong, Hannah Hong, and family friend Suchin Yi. Workers stayed at the same sites, reported to the same supervisors, and wore “Main Source” uniforms, while stubs listed different company names.

Labor Code section 2810.3 is the client-employer statute. A business that obtains workers from a labor contractor for work in its usual course of business shares liability for unpaid wages and for failure to secure valid workers’ compensation coverage. DIR determined OptumCare, which benefited from the janitors’ work, is responsible as a client employer under section 2810.3. That is how a healthcare operator ends up on a janitorial citation.

Winsor Maintenance, Inc., Main Source Group, Inc., and Yi filed Chapter 7 bankruptcy on December 4, 2024. DIR says Yi was discharged in May 2025, but corporate debts remain outstanding, leaving the companies liable. Some other client employers settled before a 2024 hearing. OptumCare and the direct employers went through a 14-day administrative hearing. Final findings issued October 21, 2025.

The underlying wage rules are the usual stack. Labor Code section 510 is overtime. Section 512 and section 226.7 are meals and rest premiums. Section 226 is the wage statement. Section 1194 recovers unpaid minimum wage and overtime. Travel between job sites that the employer controls is hours worked — DIR found that time unpaid.

How to Fight Back, Step by Step

1. Save every stub, even if the company name changes every other week. DIR’s map of this case is a family of entities used as alter egos. The legal names above are the ones in the release. Write which name appeared on which check.

1. Reconstruct sites and hours: facility address, day or night shift, unpaid extra time, unpaid travel between sites, missed meals and rests, and the last day you worked without a full final paycheck.

1. Identify the client — the building you actually cleaned. Section 2810.3 is why OptumCare is on this citation. A client that uses contractor labor for core facility work can share the bill.

1. If you cleaned for Main Source / Winsor / Top Building and were not contacted, call 1-833-LCO-INFO (833-526-4636) and cite DIR News Release 2025-117 and the October 21, 2025 Notice of Final Findings. Ask whether you are one of the 90-plus janitors.

1. File a wage claim naming both the janitorial entities on your stubs and the client whose building you cleaned. Bankruptcy of one shell does not automatically erase the client or the remaining companies. DIR’s release is explicit that corporate debts remained outstanding.

Common Questions

The janitorial company went bankrupt. Is the claim dead?

Not automatically. DIR reports Yi’s personal Chapter 7 discharge in May 2025, with corporate debts still outstanding, and OptumCare held as a client employer under section 2810.3. Call the Labor Commissioner and file. Do not take a former supervisor’s word that “the company is gone.”

I wore a Main Source shirt but my stub said a different name. Who is my employer?

DIR found that exact pattern: same sites, same supervisors, different stub names, used to conceal who was responsible. List every name you were paid under. Alter-ego and single-enterprise findings exist so workers are not stuck chasing the last LLC on the check. Section 2810.3 adds the client.

Get the free Wage Theft Recovery Kit at wagetheftkit.com — demand-letter templates, hours worksheets, and DLSE filing checklists. The same kit is at justiceprompt.com. Educational use only — not legal advice.