Charlton Memorial Hospital Overtime Lawsuits: Wage & Hour Laws
Charlton Memorial Hospital Overtime Lawsuits: Wage & Hour Laws

Charlton Memorial Hospital Overtime Lawsuits: Wage & Hour Laws

Commonly asked overtime pay law questions about Charlton Memorial Hospital:

What is Charlton Memorial Hospital?

Charlton Memorial Hospital is a hospital located in Fall River, MA. They offer a full range of inpatient services and is the region’s only hospital to offer open heart surgery and elective coronary angioplasty.

Who Does Charlton Memorial Hospital Employ?

Charlton Memorial Hospital employs hundreds of people. Our experienced overtime pay lawyers handle cases for all Charlton Memorial Hospital employees, including the following:

 

Charlton Memorial Hospital Overtime Pay Lawsuit News

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What are the Laws for Charlton Memorial Hospital Employee Overtime Pay?

Under the Fair Labor Standard Act (FLSA), many Charlton Memorial Hospital 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 “administrative” 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.

Are Charlton Memorial Hospital Employees Entitled to Overtime Pay?

Some Charlton Memorial Hospital employees are required to work double shifts, as well as additional time before and after their scheduled shift. As a result, many Charlton Memorial Hospital 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 Charlton Memorial Hospital employee falls under the “administrative” or “professional” exemptions is determined based on job description, job duties, rate of pay, and the 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, Charlton Memorial Hospital location managers may be classified as exempt by the company based on their “manager” title, when, in reality, their job duties reflect a non-exempt position.

Under the FLSA, workers classified as “managers” can be overtime exempt, but must perform certain duties vital to the businesses operations including hiring and firing subordinates, creating work schedules and setting employee pay. Companies often give titles like “manager” or “supervisor” to workers who do not perform necessary duties, as a means to avoid paying overtime and keep payroll down.

Charlton Memorial Hospital 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 Charlton Memorial Hospital.

Does Charlton Memorial Hospital Have to Pay Overtime Wages to its Employees?

In many cases Charlton Memorial Hospital 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 Charlton Memorial Hospital 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 Charlton Memorial Hospital 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 Charlton Memorial Hospital Been Involved in Overtime Pay Lawsuits?

Over the past several years, current or former employees have brought a number of lawsuits against companies like Charlton Memorial Hospital in an effort to reclaim lost overtime wages. If you believe Charlton Memorial Hospital 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:

  • registered nurse in California recently filed a class action unpaid overtime lawsuit against her employer and the health care system operating the hospital where she worked over allegations that the defendants failed to properly compensate her and other workers. The lawsuit against CareMeridian, LLC and Mentor Management, Inc claims that the entities engaged in a systematic pattern of behavior to deprive the nurses of all their hard-earned pay, including overtime wages.
  • According to a report by The Desert Sun, 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.

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