Attention nurses and other hospital employees: Are you getting paid for all the hours you work?
Have you worked through meal breaks without compensation? Are you paid for less time than you work due to rounding? You may be entitled to compensation.
Healthcare professionals tirelessly dedicate themselves to others and deserve fair compensation for every hour they work. Yet, many hospital employees, including Registered Nurses (RNs), Licensed Practical Nurses (LPNs), Certified Nursing Assistants (CNAs), and other hourly workers, find themselves unknowingly shortchanged due to the following:
Unpaid meal breaks: Federal law mandates that hospital employees be given an uninterrupted 20-30 minute meal break during the workday in order for it to be deducted from their pay. If you’ve worked through part or all of your meal breaks, you may be owed back pay for that time.
Illegal time rounding: Hospitals often round clock-in and clock-out times, leading to significant wage losses over time. Even seemingly minor rounding adjustments can accumulate, especially over years of employment.
Do you qualify?
If you are an hourly employee who has worked through breaks or experienced time-rounding practices at work, you may be owed back pay. Don’t let unpaid time slip through the cracks. Find out if you qualify.
Fill out the form on this page for more information.
How time rounding works
Time rounding occurs when an employer automatically rounds employee clock-in and clock-out times to the nearest full or half hour. For example, if you clock in at 8:53 am, the time may be rounded to 9:00 am. Though seemingly trivial, these adjustments can amass into hours of unpaid work, particularly for hourly employees who must be compensated accurately for all time worked.
The Fair Labor Standards Act (FLSA) allows employers to round clock-in and clock-out times as long as it is done in a way that is neutral. Time clock rounding becomes illegal when it leads to employees not receiving proper compensation for all their time.
Missed break violations
As an hourly hospital employee, you’re entitled to uninterrupted meal breaks per federal and state labor laws. Your employer must provide breaks for shifts exceeding certain durations, ensuring you’re completely relieved of work duties during these periods. Failure to do so constitutes a violation of your rights under the FLSA.
“Bona fide meal periods are not worktime,” the FLSA states. They should be treated as rest periods in which the employee is completely relieved from all work duties. If your employer imposes work duties on you during your meal breaks, they may be violating the FLSA, and you may be entitled to compensation.
Are you a hospital employee owed unpaid wages?
Your dedication to caring for others deserves fair compensation. Every hour worked without proper pay adds up, and reclaiming those wages could significantly impact your financial well-being.
Whether you’re an RN, LPN, CNA, or any other hourly hospital worker affected by unpaid meal breaks or time rounding, you may have a right to compensation.
Fill out the form on this page to see if you qualify for a free case evaluation.
See If You Qualify
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Add me. 30 years in a hospital setting
I worked in hospital industry for over 25 yrs. And I always worked through my lunches . And when I became a painter I did the same thing as well.
Add me
Worked as an RN in NY
Add me please
I would work through my lunch, and miss all of my 15’s. I would work so hard due to the fact that we would be short handed and would be asked to work overtime. I ended up getting hurt on the job and the company tried to fire me but I was on worker comp and still have issues due to my accident.
I worked for advent as a EPA specialist it’s a special cleaner and I was fired or let go he said over an ecig that my floor boss let me some in break room and that ain’t all
Add me
Add me
I worked in a hospital pharmacy for almost twenty years. I have MS and the upper management knew this. My issue with MS was getting tired easily and they expected me to deliver patients meds ( all over the hospital which had five floors plus the specialty departments), I less than fifteen minutes. I was one of the older technicians and the rest were 18 -20’s. I took this issue to Human Resources. They were told to accommodate me, so my bosses penalized me by making me clock out and not be paid for it. About a year my supervisor came up to me to clock out because I was being put on medical leave. This was done after I heard my director and another tech talking about me ( I was right outside of the wall) and I told them that if they wanted to talk about me, they needed to make sure I wasn’t on the other side on the wall). About a month later I was told that I was being put on medical leave and to go see the employee health nurse. When I said I was ready to come back I was told I wasn’t allowed to come back. End of story. P. S. I really miss working in the pharmacy.
Sorry, you endured a toxic work environment.
Perhaps teaching this specialty is an option.
Good luck