A dispute over unpaid commissions and alleged workplace retaliation has led a current employee to seek legal action against his employer, with claims that could affect others in similar roles. The complaint was filed by William Dean Precourt on March 9, 2026, in the United States District Court for the Northern District of Texas against Quirch Foods, LLC.
According to the filing, Precourt is an Account Executive who alleges that Quirch Foods violated the Fair Labor Standards Act (FLSA) and the Texas Pay Day Act by failing to properly compensate him and other similarly situated employees. The complaint outlines claims for non-payment of wages based on commissions from sales and accuses the company of implementing an illegal compensation method that undercounts employees’ regular rate of pay.
Precourt’s background with the company traces back to 2006 when he was hired by Pilgrim Pride Corporation. After several acquisitions—first by JBS Distribution Company in 2009, then Colorado Boxed Beef Company in 2012—Quirch Foods acquired Colorado Boxed Beef around 2019. At that time, Precourt’s job title changed to Account Executive but his duties remained focused on selling meat products across Texas. He reports building a customer base with annual sales averaging $13 million.
The legal dispute centers on changes made approximately two years ago when Precourt says he was informed that his compensation would shift from a base salary plus commission to a straight commission structure at ten percent of all sales. However, he alleges he has not received this promised commission rate. The complaint states: “Plaintiff has not received the straight commission pay that he was informed he would receive.” Additionally, it is claimed that commissions are not paid or are reduced for invoices paid late or for sales involving so-called distressed products—items past their expiration date for freezing.
Precourt asserts that despite repeated complaints to management about these issues—including as recently as January 2026—he did not receive corrective action. On February 24, 2026, his attorney sent a demand letter regarding unpaid commissions. Following this communication, executive management met briefly with Precourt but ended the meeting abruptly after being shown the attorney’s letter. Shortly thereafter, Precourt was placed on paid leave pending an investigation into alleged insubordination related to being “very loud,” which he attributes in part to a service-connected disability known to his employer.
The complaint argues that placing him on leave and restricting communication with clients constitutes unlawful retaliation under Section 15(a)(3) of the FLSA: “Defendant has retaliated against Plaintiff…by placing him on leave and restricting his ability to communicate with his clients.” It further states that these actions threaten irreparable harm because client relationships are critical for maintaining income through commissions.
In addition to seeking monetary damages—including three years’ back pay compensation and liquidated damages equal to unpaid amounts—the plaintiff requests declaratory judgment stating Quirch Foods willfully violated its obligations under federal law. He also asks for an injunction preventing further retaliation or adverse employment actions related to complaints about compensation practices. Specifically requested relief includes reinstatement from leave status and removal of any derogatory comments regarding his complaints from personnel records.
The case requests class-wide relief for other similarly situated employees who may have experienced similar wage issues or retaliation. A jury trial is demanded on all claims presented in the complaint.
Attorney Jaime Ramon of Burke Bogdanowicz PLLC represents William Dean Precourt in this matter. The case is identified as Civil Action No. 3:26-cv-00765-X.
Source: 326cv765_Dean_Precourt_v_Quirch_Foods_Complaint_Northern_District_of_Texas.pdf
