Healthcare Labor Laws Protect Administrative and Medical Personnel

Healthcare labor laws are there to protect the rights of employees, including both administrative and medical personnel, to proper working conditions and fair wages. If employers are found to be violating these laws, they can be forced to repay employees for their proper wages and can also face steep penalties.

Some violations of healthcare labor laws may include:

• Not paying proper overtime wages
• Rounding time
• Not providing uninterrupted meals/rest breaks
• Not paying proper minimum wage
• Not paying one hour for missed rest/meal breaks
• Failing to pay wages on time and upon termination
• Failing to pay for mandatory pre-employment physical examinations
• Failing to reimburse for job-related expenses
• Failing to provide written notice of material terms of employment

If you work as administrative or medical personnel and have faced healthcare labor law violations within the past two to three years, you may have the right to pursue litigation and you may not have to tackle the company on your own.

Overview: Healthcare Labor Laws

Healthcare labor laws in California require overtime pay set at a rate of one and one-half times the rate of regular pay for every hour worked beyond eight hours per day of 40 hours per week.

Additionally, according to California state law:

• Overtime pay is granted at one and one-half times the rate of regular pay for the first right hours worked on the seventh consecutive day of work in a workweek; and
• Regular pay is doubled for all hours worked in excess of 12 hours in any workday, and all hours worked in excess of eight hours worked on the seventh consecutive day in a week.

California labor laws requires nonexempt employees are provided a 30-minute lunch break if they worked more than five hours in a workday. They are also entitled to a 10-minute break for every four hours worked. If any worker who has worked more than 10 hours, they are also entitled to a second 30-minute meal break.

During a meal break, however, employers are also required to do the following:

• Relive employees of all duties
• Relieve themselves from employee activity control
• Allow them to have an uninterrupted 30-minute meal break

Additionally, on-duty meal periods are permitted if:

• An employee is unable to be relieved of all duty at work
• An employee agreement was received
• The employee must be paid
• On-duty meal periods can be revoked by the employee at any time in writing

Under federal and California labor law, under no circumstance can an employee do off-the-clock work without pay. This is regardless of whether the work was required or whether the employer knew about it. Off-the-clock work includes pre-shift and post-shift duties, including time waiting for work to start.

If you or someone you know has had their rights under healthcare labor laws violated, including missed lunch breaks, the failure to pay minimum wage, and unpaid overtime wages, you may be entitled to join a free California healthcare workers class action lawsuit investigation.

Join a Free California Wage & Hour Class Action Lawsuit Investigation

If you were forced to work off the clock or without overtime pay within the past 3 years in California, you have rights – and you don’t have to take on the company alone.

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