The inspiring story of the “DQ Sisters”—Patty DeMint and Michelle Robey—is one of hard work, second chances, and unexpected legal hurdles. When the siblings opened a Dairy Queen in Medford,
New York, back in 2017, their dream was simple: serve good food and create a warm, welcoming place for the community. But what started as a heartwarming journey soon turned into a legal battle that nearly shut them down.
From Ice Cream Dreams to Community Support
Patty and Michelle weren’t your average business owners. They were deeply committed to supporting their staff, treating them like family. Whether it was helping employees in need, delivering gifts to their kids during Christmas, or giving people with difficult pasts a second chance, the sisters built a workplace full of kindness and care.
They hired people from all walks of life—teenagers, elderly folks, even people with criminal records. As Patty said, “Everyone needs a place to call home as far as a job goes.” Their store became more than just a Dairy Queen—it became a second home for many.
The Lawsuit That Shook Everything
In 2019, things took a dark turn. A former employee filed a lawsuit claiming that the sisters broke an old New York law that requires “manual workers” to be paid weekly. The DQ Sisters had been paying their employees every two weeks, which they thought was completely fine. In fact, even the state labor audit didn’t flag it.
Despite paying employees everything they were owed, they were suddenly hit with a shocking $6 million lawsuit. The employee who sued them, according to the sisters, had previously made threats. The situation spiraled quickly, leaving Patty and Michelle worried about losing not just their business—but their homes too.
The Bigger Picture: Legal Loopholes and Exploitation
It turned out that this wasn’t an isolated case. Similar lawsuits were being filed across New York by law firms targeting small businesses through social media ads. According to legal experts, these lawsuits focused more on technical mistakes than real harm done to workers.
Eventually, the DQ Sisters settled the case out of court for $450,000. However, after legal fees were deducted, each former employee received just about $200. “The lawyers made more than the employees,” Michelle said, highlighting how the system seemed to benefit lawyers, not workers.
Who got the settlement money
Of the $450,000 settlement, $305,000 goes to lawyers and fees. The sisters’ former workers who were paid biweekly stand to collect less than $200 each.
“Everybody got pennies, but the lawyers, they’re the ones who made all the money,” DeMint said.
Robert Fonti, the head of the Suffolk Chambers of Commerce, calls the case a travesty. He is working with Robey to keep business owners better informed when laws change.
“It was a loophole. It was a small sentence in a law we didn’t know about it until it happened, and what they went through was unfortunate,” he said.
More laws may change due to their efforts. Murray is trying to hold payroll companies responsible for mistakes like this and get the labor department to clarify the definition of a “manual worker.”
The settlement ate up much of DeMint and Robey’s livelihoods. One of their employees started a GoFundMe page to help them recover.
Though they lost their own battle, they reversed a little known law, helping other business owners from facing the same struggle.
“It’s a victory because it won’t happen again because of what they did,” Fonti said.
A Change in the Law, Thanks to the DQ Sisters
Even after all this, the sisters didn’t give up. They used their experience to push for change. Working with lawmakers, they helped amend the law in May 2025. Now, businesses that accidentally pay biweekly instead of weekly won’t face massive fines—just interest on the delayed wages. This change has already helped protect other small business owners.
What Workers and Employers Should Learn From This
For employees, the big lesson is to stay alert. Always check your payslips. If anything seems off, raise the issue immediately with your employer. You can also:
- Keep a personal record of your work hours.
- Ask your employer to sign off on your records weekly.
- Talk to coworkers, HR, or even a lawyer if problems continue.
For employers, it’s a reminder that ignorance of the law is not an excuse. Common payroll mistakes, like paying the wrong way or misclassifying workers, can lead to serious trouble. Here’s how businesses can stay safe:
- Stay updated on payroll laws at all levels.
- Use payroll software or tools for compliance.
- Keep clear records of all payments and work hours.
- Train staff and managers on company pay policies.
The story of the DQ Sisters is both inspiring and cautionary. They built a business with love, care, and community spirit, only to be blindsided by a technicality in the law. But instead of giving up, they fought back—not just for themselves, but for every small business owner facing similar risks.
Today, they continue to serve ice cream with a smile, proving that with determination, even the toughest battles can be turned into victories. Their story reminds us how important it is for both employers and employees to stay informed, stay prepared, and always stand up for what’s right.
FAQs:
Q1. Why were the DQ Sisters sued?
They were sued for paying their employees biweekly instead of weekly, which violated an old New York law for “manual workers.” Even though they paid all wages owed, this technicality led to a costly lawsuit.
Q2. How much did the lawsuit cost the DQ Sisters?
They settled the case for $450,000. However, most of the money went to legal fees, and the employees involved received only about $200 each.
Q3. What changes were made to the law because of this case?
Thanks to the DQ Sisters’ efforts, the law was changed in May 2025. Now, if a business pays biweekly by mistake, they only owe interest, not huge penalties.
Q4. How can employees protect themselves from wage theft?
Employees should check their payslips regularly, keep records of their work hours, and speak up if they notice any issues with their pay.
Q5. What can employers do to avoid payroll lawsuits?
Employers should stay updated on labor laws, use payroll software, train their teams on payment policies, and maintain accurate records to avoid costly mistakes.
