Are you eligible to join a wage theft class action lawsuit?
Were you asked to work through unpaid breaks or while off the clock? You may be eligible to join a class action lawsuit investigation seeking compensation for unpaid overtime and back pay. Fill out the form on this page to see if you qualify.
Nurses and healthcare workers are often asked to stay late without extra pay, complete training while off the clock or work through unpaid meal breaks. These practices may violate wage and hour laws and can be considered wage theft.
If you were asked or required to work while off the clock — whether starting your shift early, finishing patient care late or responding to work calls at home — you may be entitled to compensation for unpaid overtime and back pay.
Do you qualify?
If you are a nurse or healthcare provider who was asked or required to work while off duty, you may qualify to join a wage theft class action lawsuit investigation. This includes situations where you were asked to:
- Start your shift early without pay
- Stay late to finish charting or care for patients without pay
- Complete training or continued education while off the clock (including remote and in-person training)
- Work through unpaid breaks
- Respond to calls, texts or messages off the clock
If any of these apply to you, fill out the form on this page for a free legal case review. You may be able to recover unpaid overtime and back pay owed to you under wage and hour laws.
Fill out the form on this page for more information.
What are wage and hour laws?
Wage and hour laws are a set of state and federal regulations that establish the national minimum wage, govern overtime pay and limit child labor. Their purpose is to ensure employees receive the full pay — including back pay — they have earned.
A key federal law in this area is the Fair Labor Standards Act (FLSA), which outlines the basic rights and protections for most workers in the U.S.
How healthcare employers violate wage and hour laws
Unfortunately, hospitals and clinics have a long history of violating wage and hour laws. One of the most common forms of wage theft that nurses and healthcare workers face is being asked or required to work off the clock.
This can happen in several ways, such as being asked to work through unpaid meal breaks. While the FLSA does not require employers to provide meal breaks, it does mandate that if unpaid breaks are offered, employees must be completely relieved of all work duties during that time, usually for at least 30 minutes.
Some nurses are asked to complete job-related tasks before or after their shift — for example, receiving a handoff report before clocking in or completing charting after clocking out. Others may even be required to answer work calls and texts while at home.
Some clinics and hospitals require training and continued education to be completed without additional pay.
The FLSA clearly prohibits employers from expecting or allowing employees to perform job-related tasks while off the clock. If nurses and healthcare workers are asked to complete work during unpaid time, this may constitute unpaid overtime and make them eligible for back pay.
How to join an unpaid overtime lawsuit for nurses
If you experienced alleged wage theft while working as a nurse or healthcare worker, you may be eligible to join a class action lawsuit investigation. Taking legal action can help hold hospitals and healthcare employers accountable for violating wage and hour laws and ensure you recover the unpaid overtime and back pay you deserve.
Fill out the form on this page for a free case review and to learn more about how nurses can recover unpaid wages and back pay.
Fill out the form on this page to see if you qualify for a free case evaluation.
See If You Qualify
Join a nursing wage theft class action lawsuit investigation
Filling out this form is quick and easy. It only takes a few minutes to see if you qualify.
After you fill out the form, an attorney(s) or their agent(s) may contact you to discuss your legal rights.
ATTORNEY ADVERTISING
The choice of a lawyer is an important decision and should not be based solely on advertisements.
PAID ATTORNEY ADVERTISEMENT: THIS WEB PAGE IS AN ADVERTISEMENT AND THE PARTICIPATING ATTORNEY(S) ARE INCLUDED BECAUSE THEY PAY AN ADVERTISING FEE. Top Class Actions is not a law firm, lawyer referral service, or prepaid legal services plan. We do not endorse or recommend any third-party claims processing company, lawyer, or law firm who participates in the network. We do not make any representation, and have not made any judgment, as to the qualifications, expertise, or credentials of any participating lawyer or processing group. No representation is made that the quality of the legal services or claims processing to be performed is greater than the quality of legal services or claims processing performed by other lawyers or claims processing group. The information contained herein is not legal advice. Any information you submit to Top Class Actions does not create an attorney-client relationship and may not be protected by attorney-client privilege because Top Class Actions is not a law firm. Instead, your information will be forwarded to an attorney(s) or their agent(s) or a claims processing firm for the purpose of a confidential review and potential representation if you qualify. You will only be contacted by an attorney(s) or their agent(s) in response to your inquiry if your initial information appears to qualify you for representation. If you are not contacted by an attorney(s) or their agent(s) within one week, you should consult another firm since all legal claims are subject to filing deadlines. All photos on this website are stock art and do not depict clients.
