Overtime Lawsuits for Case Managers, Service Coordinators
Last Updated on September 23, 2024
At A Glance
- This Alert Affects:
- Case managers and service coordinators who worked more than 40 hours a week and did not receive time-and-a-half overtime wages.
- What's Going On?
- Attorneys working with ClassAction.org are investigating whether lawsuits can be filed on behalf of medical insurance case managers and service coordinators who may have been illegally denied overtime. They believe some of these workers may have been misclassified as exempt from overtime or required to work off the clock without pay in violation of federal and state labor laws.
- How Could a Lawsuit Help?
- A lawsuit could help case managers and service coordinators get back money they may be owed for unpaid overtime and potentially force their employers to change their pay practices.
- What You Can Do
- If you worked as a case manager or service coordinator in the past few years and did not receive overtime pay when you worked more than 40 hours a week, fill out the form on this page to learn more about the investigation.
Attorneys working with ClassAction.org are looking into whether lawsuits can be filed on behalf of medical insurance case managers and service coordinators who may have been illegally denied overtime wages.
Specifically, they believe managed care organizations, healthcare providers and other companies that employ case managers and service coordinators to assist Medicare, Medicaid and state waiver program recipients may be violating federal and state labor laws by failing to pay them time-and-a-half overtime wages for all hours worked above 40 each week. In some cases, these workers may have been illegally misclassified as exempt from receiving overtime pay, and in other cases, workers may have been required to work off the clock without being paid for their overtime hours.
The attorneys believe that medical insurance case managers and service coordinators could be owed overtime pay regardless of whether they are paid a salary, by the hour, or by the case—and regardless of how they were classified by their employer.
As part of their investigation, the attorneys need to hear from individuals who were employed as case managers, service coordinators or in a similar role and worked more than 40 hours a week in the past few years without receiving overtime pay. To get in touch, fill out the form on this page.
Why Might Case Managers and Service Coordinators Be Owed Overtime?
Under the federal Fair Labor Standards Act (FLSA), most employees are considered “non-exempt” and are entitled to overtime wages of one-and-a-half times their regular pay rate (i.e., their average hourly rate calculated from their total earnings for the week) for all hours worked above 40 in a workweek.
Whether a worker is considered exempt or non-exempt depends on several factors, including their job duties. Generally, certain professionals (such as teachers, medical doctors, lawyers, and artists) and employees whose primary duties are executive or administrative in nature (and include directing other employees and/or exercising independent judgment) are considered exempt from the FLSA’s overtime requirements.
Medical insurance case managers and service coordinators—regardless of their titles, how they’re paid, and how their employer classifies their position—may not qualify as exempt employees if they spend much of their time performing non-exempt work, including, for example, the following tasks:
- Completing patient assessments
- Coordinating the development of individual service plans
- Advocating for patients’ needs and preferences
- Identifying community resources for needed services
- Coordinating delivery of services
- Intervening in crisis situations
Are Case Managers, Service Coordinators Owed Overtime for Off-the-Clock Work?
In some cases, case managers and service coordinators could be owed unpaid overtime wages when their employer limits how many hours they can work each week, causing them to have to finish their work off the clock.
According to the Department of Labor, an agreement that only 40 hours per week will be counted as working time, that no overtime is permitted, or that only approved overtime will be paid, does not absolve the employer of their obligation to pay employees for off-the-clock overtime hours.
How Could a Class Action Lawsuit Help?
If filed and successful, a class action lawsuit could help case managers and service coordinators recover money they should have received for overtime hours, and potentially other damages. A lawsuit could also force employers to change how their workers are paid and ensure that their pay policies are in line with federal and state labor laws.
What You Can Do
If you worked as a case manager, service coordinator or similar role in the past several years and did not receive overtime when you worked more than 40 hours a week, fill out the form on this page.
After you get in touch, an attorney or legal representative may reach out to you directly to ask you some questions and explain how you may be able to help the investigation. It costs nothing to fill out the form or speak with someone, and you’re not obligated to take legal action if you don’t want to.
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