Aurora Saint Luke's Medical Center Overtime Pay Wage & Hour Laws
Aurora Saint Luke’s Medical Center Overtime Lawsuits: Wage & Hour Laws

Aurora Saint Luke’s Medical Center Overtime Lawsuits: Wage & Hour Laws

Commonly asked overtime pay law questions about Aurora Saint Luke’s Medical Center:

What is Aurora Saint Luke’s Medical Center?

Aurora Saint Luke’s Medical Center is a 970-bed facility based in Milwaukee that serves Eastern Wisconsin and North-east Illinois. Highly rated in several categories by the U.S. News & World Report, it is one of the only hospitals from the area to be featured among the top hospitals in the country.

Who Does Aurora Saint Luke’s Medical Center Employ?

The Aurora Health Care system employs 33,000 caregivers overall, including 1,800 physicians. Our experienced overtime pay lawyers handle cases for all Aurora St. Luke’s employees, including the following:

Where is Aurora Saint Luke’s Medical Center Located?

Aurora St. Luke’s is located in Milwaukee, Wisconsin. It is a part of the larger Aurora Health Care System, which consists of several other hospitals, including:

  • Aurora BayCare Medical Center – Green Bay
  • Aurora Lakeland Medical Center – Elkhorn
  • Aurora Medical Center – Grafton
  • Aurora Medical Center – Hartford
  • Aurora Medical Center – Kenosha
  • Aurora Medical Center – Oshkosh
  • Aurora Medical Center – Two Rivers
  • Aurora Medical Center – Summit
  • Aurora Psychiatric Hospital – Wauwatosa
  • Aurora Sinai Medical Center – Milwaukee
  • Aurora Sheboygan Memorial Medical Center – Sheboygan
  • Aurora Memorial Hospital of Burlington – Burlington
  • Aurora St. Luke’s South Shore – Cudahy
  • Aurora West Allis Medical Center – West Allis

Aurora Saint Luke’s Medical Center Overtime Pay Lawsuit News

What are the Laws for Aurora Saint Luke’s Medical Center Employee Overtime Pay?

Under the Fair Labor Standard Act (FLSA), many Aurora St. Luke’s employees are considered non-exempt and therefore entitled to overtime pay.

If an employee is non-exempt under the FLSA, the law requires that they are paid overtime wages of one and one-half times their regular rate of pay for every hour past 40 in one week.

The FLSA has several exemptions, however, that would preclude employees from receiving overtime pay. For example, employees with “adminstrative” or “professional” roles may fall under these exemptions.

It is important to note that exemption is not determined solely based on job title. Rather, job description, job duties, rate of pay, and hours worked are used to determine if an employee should receive overtime pay.

On top of the FLSA, some states have their own overtime pay laws. These laws may complement or contradict the FLSA, so it is important to consult an experienced attorney who is familiar with all the applicable overtime pay laws.

Is an Aurora Saint Luke’s Medical Center Employee Entitled to Overtime Pay?

Hospital employees are often required to work long shifts, as well as additional time before and after their scheduled shift. Some hourly employees are also required to work for all or part of their meal break. As a result, many St. Luke’s employees end up working more than 40 hours per week, and are therefore entitled to overtime pay.

Employees who are exempt under the FLSA are not entitled to overtime pay. Whether or not a St. Luke’s employee falls under the “administrative” or “professional” exemptions is determine based on job description, job duties, rate of pay, and number of hours worked.

For example, nurse practitioners are generally considered exempt under the FLSA. This is primarily because the profession requires advanced education, and the job duties typically require a degree of discretion and decision-making when it comes to patient care.

However, employers often deny or unlawfully refuse to pay overtime by misclassifying the positions of the workers, claiming that they are exempt when, in reality, they are not.

Aurora St. Luke’s may also require their employees to report to work early but not “punch the clock” until later or strike hours off of time cards, or they may refuse to pay employees for work done before the shift starts and after they punch out for the day. These are violations of the Fair Labor Standards Act (FLSA) and can give rise to an overtime pay lawsuit.

An experienced overtime pay attorney will be able to analyze your case in the context of the FLSA and your state’s laws to determine if you are due overtime wages from Aurora St. Luke’s Medical Center.

Does Aurora Saint Luke’s Medical Center Have to Pay Overtime Wages to its Employees?

In many cases Aurora St. Luke’s is required to pay overtime wages to employees that work more than 40 hours in one week. This excludes employees who are considered exempt under the FLSA.

Exemption is not cut and dry; the FLSA is a complicated law and state laws can complicate the picture even further.

If you believe that St. Luke’s owes you overtime pay, it is best to consult an attorney who has experience with the FLSA and state overtime wage laws.

To determine whether you are eligible for filing a wage claim, contact our experienced Aurora St. Luke’s Medical Center Overtime Pay Lawyers at (855) 754-2795 for a Free Consultation to discuss your case or complete the Free Unpaid Overtime Case Review Form on this page.  We will discuss your situation and determine if you have a claim. If you are owed unpaid wages, we will represent you under our No Fee Promise, which means there are never any legal fees or costs unless you receive a settlement.

Has Aurora Saint Luke’s Medical Center Been Involved in Overtime Pay Lawsuits?

Over the past several years, current or former healthcare employees have brought a number of lawsuits against hospitals like Aurora St. Luke’s in an effort to reclaim lost overtime wages. If you believe St. Luke’s Medical Center is denying you overtime wages, you could have a case similar to that of a previous lawsuit. Here are a few examples of such lawsuits:

  • Dozens of nurses working for a Palm Springs, California hospital have filed various labor and wage claims against the facility claiming they and others are owed thousands in unpaid overtime pay. Other nurses have filed their own unpaid overtime lawsuits against the same hospital, alleging that the health care provider tried to reduce payroll by keeping staffing levels low, overextending workers, and putting patients at risk.
  • A veteran security specialist and medication aide at the Nebraska state psychiatric hospital filed a proposed class action unpaid overtime lawsuit over allegations that the State of Nebraska, the Department of Health and Human Services, and various state hospitals denied denied full pay for workers taking earned paid leave from their jobs, if those hours combined with work hours exceeded the 40-hour overtime threshold under state and federal labor laws.
  • Two former Connecticut hospital employees filed a proposed federal class action lawsuit against their previous employers. According to the complaint, one plaintiff worked as a registered nurse for 13 years at Connecticut Children’s Medical Center and the other as a physician’s assistant for 12 years at Connecticut Children’s Specialty Group Inc. The lawsuit claims the defendant denied the pair overtime wages despite routinely working more than 40 hours per week. The complaint states that the neonatal/pediatric nurses were only paid straight time for time exceeding the overtime threshold.

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