Commonly asked overtime pay law questions about Baylor University Medical Center:
- What is Baylor University Medical Center?
- Who Does Baylor University Medical Center Employ?
- Where is Baylor University Medical Center Located?
- Baylor University Medical Center Overtime Pay Lawsuit News
- What are the Laws for Baylor University Medical Center Employee Overtime Pay?
- Is a Baylor University Medical Center Employee Entitled to Overtime Pay?
- Does Baylor University Medical Center Have to Pay Overtime Wages to its Employees?
- Has Baylor University Medical Center Been Involved in Overtime Pay Lawsuits?
- Baylor University Medical Center Overtime Pay Lawyer Review
What is Baylor University Medical Center?
Baylor University Medical Center is an 888-bed facility at Dallas. A part of the Baylor Health Care System, the facility was founded in 1903.
The Baylor Health Care System merged with Scott & White to form Baylor Scott & White Health.
The system has multiple facilities across the country. The hospital ranks well for multiple adult treatments across the country.
Who Does Baylor University Medical Center Employ?
Baylor University Medical Center employs 5,076 people. Our experienced overtime pay lawyers handle cases for all BUMC employees, including the following:
- Registered nurses
- Licensed practical nurses
- Certified nurse anesthetists
- Care coordinators
- Discharge planners
- Social workers
- Occupational therapists
- Physical therapists
- Billing coordinators
- Administrative staff
- Food services staff
- Maintenance staff
- Human resources employees
Where is Baylor University Medical Center Located?
Baylor University Medical Center is located in Dallas, Texas. The greater Baylor Health Care System includes institutions located throughout Texas. Some of these locations include:
Baylor University Medical Center Overtime Pay Lawsuit News
What are the Laws for Baylor University Medical Center Employee Overtime Pay?
Under the Fair Labor Standard Act (FLSA), many Baylor University Medical Center 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 a Baylor University 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 employees are also required to be “on call” over weekends and holidays. As a result, many Baylor University Medical Center 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 BUMC employee falls under the “administrative” or “professional” exemptions is determine based on job description, job duties, rate of pay, and number of hours worked.
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. For example, in some cases registered nurses are considered exempt, while licensed practical nurses are often non-exempt. If a hospital classifies workers as exempt based on the title of “nurse” alone, they would most likely be denying some employees overtime wages.
BUMC 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 BUMC.
Does Baylor University Medical Center Have to Pay Overtime Wages to its Employees?
In many cases Baylor University Medical Center 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 BUMC 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 Baylor University 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 Baylor University Medical Center Been Involved in Overtime Pay Lawsuits?
Over the past several years, current or former hospital employees have brought a number of lawsuits against their employers in an effort to reclaim lost overtime wages. If you believe Baylor University Medical Center is denying you overtime wages, you may 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.