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Johns Hopkins Hospital Overtime Lawsuits: Wage & Hour Laws

Johns Hopkins Hospital Overtime Lawsuits: Wage & Hour Laws

Commonly asked overtime pay law questions about Johns Hopkins Hospital:

What is Johns Hopkins Hospital?

Johns Hopkins Hospital is a 950-bed facility in Baltimore that was established towards the end of the 19th century. It also serves as the teaching hospital for Johns Hopkins University.

The hospital is well-credited for numerous reasons, and it has been featured in the list of top hospitals by U.S. News & World Report for the last two decades.

The Johns Hopkins Hospital is a part of the Johns Hopkins Health System, which also includes these respected medical facilities:

  • Johns Hopkins Bayview Medical Center
  • Suburban Hospital
  • Howard County General Hospital
  • Sibley Memorial Hospital
  • Johns Hopkins All Children’s Hospital

Who Does Johns Hopkins Hospital Employ?

As of 2017, Johns Hopkins Hospital employs 10,712 people. Our experienced overtime pay lawyers handle cases for all Johns Hopkins employees, including the following:

  • Registered nurses
  • Licensed practical nurses
  • Certified Nurse Anesthetists
  • Pharmacists
  • Human resources workers
  • Care coordinators
  • Social workers
  • Discharge planners
  • Occupational therapists
  • Physical therapists
  • Technicians
  • Billing coordinators
  • Accountants
  • Food service workers
  • Maintenance workers
  • Administrative staff
  • Dietitians

Where is Johns Hopkins Hospital Located?

The Johns Hopkins Hospital is located in Baltimore, Maryland. The other hospitals in the Johns Hopkins Health System are located in the following locations:

Johns Hopkins Hospital Overtime Pay Lawsuit News

What are the Laws for Johns Hopkins Hospital Employee Overtime Pay?

Under the Fair Labor Standard Act (FLSA), many 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. Employees with “adminstrative” or “professional” roles are included in these exemptions.

For example, physicians and surgeons would most likely fall under the “professional” exemption and therefore would not be entitled to overtime pay. Most lab technicians and licensed practical nurses, on the other hand, would be non-exempt and therefore entitled to overtime pay.

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 Johns Hopkins Hospital Employee Entitled to Overtime Pay?

Johns Hopkins 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,” and therefore do not receive proper breaks and time off. As a result, many Johns Hopkins 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 Johns Hopkins 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, even though some types of nurses are exempt under the FLSA, licensed practical nurses are often non-exempt based on their job duties. LPNs cannot be classified as exempt based solely on the title of “nurse.”

Johns Hopkins 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 Johns Hopkins Hospital.

Does Johns Hopkins Hospital Have to Pay Overtime Wages to its Employees?

In many cases Johns Hopkins 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 Johns Hopkins 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 Johns Hopkins 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 Johns Hopkins Hospital Been Involved in Overtime Pay Lawsuits?

Over the past several years, current or former hospital employees have brought a number of lawsuits against hospitals in an effort to reclaim lost overtime wages. If you believe Johns Hopkins 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:

  • Two former Connecticut hospital employees recently filed a proposed federal class action lawsuit against their previous employers over allegations the health care providers failed to pay the plaintiffs and others for all their due wages, including overtime pay. One plaintiff worked as a registered nurse and the other as a physician’s assistant. The lawsuit claims the defendant denied the pair overtime wages despite routinely working more than 40 hours per week.
  • A group of emergency room workers filed an overtime suit against a Philadelphia-based hospital chain, claiming that night-shift workers in the Aria Health’s Torresdale campus had their pay automatically docked for meal breaks that they were always required to work through. According to the workers, the hospital had an electronic timekeeping system that is programmed to automatically deduct 30 minutes per shift to account for a purported meal break, even though the ER employees were openly required to work through their meal breaks.
  • Dozens of nurses working for a 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. The claims also allege that the facility failed to pay overtime when staff worked more than eight hours in a day or 40 hours total in a week, and failed to offer a 30-minute uninterrupted meal break period.

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