LTSS CLINICAL ASSESSORS/CLINICAL SPECIALISTS OVERTIME WAGE CASE INFO SITE

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8136399366

LTSS CLINICAL ASSESSORS/CLINICAL SPECIALISTS OVERTIME WAGE CASE INFO SITE

WE WANT TO HEAR ABOUT YOUR WORK EXPERIENCE

I WANT TO DISCUSS MY WORK EXPERIENCE AT CAREBRIDGE

Learn More

What this collective action (class) lawsuit is about

Norton v. Carebridge Medical Group PC INC; Elevance Health Inc. d/b/a Carebridge Health

Liza Norton, a former Carebridge Health LTSS Clinical Assessor, has commenced this Nation-wide FLSA collective action overtime wage lawsuit against Carebridge Mddical Group PC Inc., RSV QOTB LTSS INC., and Elevance Health Inc. (recently bought Carebridge) who did business under the name Carebridge Health, seeking to recover overtime wages for herself and all present and former LTSS Clinical Assessors or Clinical Specialists who worked for Carebridge anytime in the preceding 3 years.

Norton alleges the job required her to routinely work more much greater than 40 hours per workweek in order to complete her job duties and hit metrics and production requirements, but the company did not pay overtime premiums.

Norton says in the complaint that she had a 9 hour work day, 45 hour a week schedule of 8 am to 5pm, but didn't have time to take 1 full hour, non-working meal break and that added to the overtime hours she suffered to work without pay.

Plaintiff alleges she was either a salaried, non-exempt employee who the company willfully chose to violate the FLSA and not pay overtime wages, or alternatively, that the company violated the FLSA by misclassifying her position as exempt from overtime pay under a scheme to avoid paying its employees overtime wages and increase profits.

Norton seeks to recover in this lawsuit, overtime wages, plus an equal sum in liquidated damages, and payment of all incurred attorney's fees and costs.

According to Norton, LTSS Clinical Assessors had to pump out 4 to 5 reports a day in a quota and write up proprietary CFER forms to justify cutting home health aide hours for the company's insurance company clients, a role which stripped her and all LTSS Clinical Assessors of any discretion and independent judgment. As such, Norton explains in the complaint that the company cannot prove that this position would satisfy the elements of the administrative exemption, meaning that the company must pay Norton and all other similarly situated clinical assessors and clinical specialists overtime pay for all hours worked over 40 at the lawful overtime rates.

Moreover, As Norton claims in the complaint, because the company did not track the times and hours of the LTSS position, the Supreme Court says that she and all others similarly situated may shift the burden of proof on Carebridge to disprove the hours she and others claim to have worked.

The Fair Labor Standards Act (FLSA) requires Carebridge and Elevance to pay all non-exempt, salaried employees time and one half (1.5) their regular rate of pay for all overtime hours that any employee works each week, and for all hours it knows are worked, or should know were worked. Here, as Plaintiff NORTON explains and contends in the Collective Action lawsuit and complaint, if Carebridge in fact has classified the LTSS Clinical Assessor position as salaried, non-exempt, the company is legally required to pay her and all similarly situated employees overtime premiums for all these hours they worked which it knew or should have

known were being worked, plus an equal sum in liquidated damages going back a 3 year period.

Alternatively, the lawsuit demands Carebridge prove to a court or the jury that the position of LTSS Clinical Assessor satisfies the elements of the administrative exemption to justify not paying overtime premiums, or otherwise then, Norton demands that Carebridge pay to her and and all present and former employees the overtime wages that should have been paid to them all along. Norton contends that the position fails to satisfy the administrative exemption and that Carebridge has engaged in a scheme to avoid it overtime pay requirements to increase profits.

The law, and 1st AMENDMENT of the US Constitution permits attorneys in FLSA class/collective actions to communicate in this form with the class members (current and former employees) before certification. See Cooper v. E. Coast Assemblers, Inc., 21 Wage & Hour Cas. 2d (BNA) 152: January 2013.

To be clear, the purpose of this website and any related contact by our law firm is NOT to solicit you to opt into and join this collective (CLASS) action lawsuit, (which will seek a national class certification) and to claim your wages, or to advertise our firm. Rather, we interested in speaking with you to determine what your experience has been, and if similar to what our client has alleged, and to corroborate facts for this case.

High pressure, high turnover and long hours Norton alleges:

The Claims in this Collective action include:

The company mandated a minimum 9 hour work days, 45 hour workweek schedule (8 am to 5 pm), automatically taking 1 hour for non-working meal breaks not fully taken, adding to the overtime hours worked. No means to claim or get paid when taking less than this 1 full hour of meal break.
The company represented to Norton that was a salaried employee, but never said she was exempt in writing, but meanwhile pressured clinical assessors to work overtime but not report or seek to claim pay for it.
The company did not keep or maintain any time keeping time clock system.
The production requirements made it necessary to work beyond 40 hours each week including on working on weekends and the company knew it, including pressure to keep up on the numbers or suffer being put on a pip and terminated.
The company never explained the overtime laws, meal break laws or basis for saying it does not pay overtime wages for LTSS Clinical Assessors/Specialists.
The Lawsuit alleges alternative violations: A) Carebridge misclassified the position as exempt, and must prove it to the court to avoid paying overtime wages to Norton and the class of similarly situated; or alternatively:
B) Carebridge classified the position as non-exempt salaried, but through misinformation and misleading actions, and by not keeping a time clock, sought a scheme to avoid its overtime pay obligations to save millions of dollars in labor costs, effectively stealing wages from its employees.

About Carebridge class overtime wage case

Lead Attorney for Plaintiff

FELDMAN LEGAL GROUP REPRESENTS WORKERS IN WAGE AND HOUR AND OVERTIME WAGE CASES IN STATE AND FEDERAL COURTS IN FLORIDA, GEORGIA, AND MOST OTHER STATES AND SEEKS JUSTICE FOR WORKERS.

The Lead attorney for Norton and the class of similarly situated, Mitchell Feldman and Feldman Legal Group have decades of experience in nationwide FLSA and collective action cases and state law Rule 23 class actions.

FELDMAN LEGAL GROUP REPRESENTS WORKERS IN WAGE AND HOUR AND OVERTIME WAGE CASES IN STATE AND FEDERAL COURTS IN FLORIDA, GEORGIA, AND MOST OTHER STATES AND SEEKS JUSTICE FOR WORKERS.

We have successfully recovered millions of dollars in wages for thousands of workers against such companies as:

BURGER KING CORP
MARKETSOURCE INC.
PAYLESS SHOESOURCE
LOWES HOME IMPROVEMENT
SAGE SOFTWARE
FLEETCOR TECHNOLOGIES
TIRE KINGDOM
FLEEMATICS USA LLC
CUBESMART
STRADA ELECTRIC
DISCRETE WIRELESS D/B/A NEXTRAQ
HERTZ CORPORATION
VERIZON CONNECT
RELIANT PRO REHAB LLC
PANDADOC
ACCENTURE LLP AND N3 LLC

I want to discuss my work experience at Carebridge

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We want to hear about your work experience at Carebridge: you can call, email or contact us here. Estimate of time needed is about 15 minutes. We will make ourselves available days, nights, weekends at your convenience.

Carebridge class overtime wage case

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Carebridge class overtime wage case

LTSS CLINICAL ASSESSORS/CLINICAL SPECIALISTS OVERTIME WAGE CASE INFO SITE

LTSS CLINICAL ASSESSORS/CLINICAL SPECIALISTS OVERTIME WAGE CASE INFO SITE

What this collective action (class) lawsuit is about

Norton v. Carebridge Medical Group PC INC; Elevance Health Inc. d/b/a Carebridge Health

High pressure, high turnover and long hours Norton alleges:

The Claims in this Collective action include:

About This Carebridge Health Class Overtime Wage Case

Retaliation for asserting rights is unlawful under the FLSA

Download and Read the Norton Collective Action Lawsuit

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About Carebridge class overtime wage case

Lead Attorney for Plaintiff

FELDMAN LEGAL GROUP REPRESENTS WORKERS IN WAGE AND HOUR AND OVERTIME WAGE CASES IN STATE AND FEDERAL COURTS IN FLORIDA, GEORGIA, AND MOST OTHER STATES AND SEEKS JUSTICE FOR WORKERS.

FELDMAN LEGAL GROUP REPRESENTS WORKERS IN WAGE AND HOUR AND OVERTIME WAGE CASES IN STATE AND FEDERAL COURTS IN FLORIDA, GEORGIA, AND MOST OTHER STATES AND SEEKS JUSTICE FOR WORKERS.

FELDMAN LEGAL GROUP REPRESENTS WORKERS IN WAGE AND HOUR AND OVERTIME WAGE CASES IN STATE AND FEDERAL COURTS IN FLORIDA, GEORGIA, AND MOST OTHER STATES AND SEEKS JUSTICE FOR WORKERS.

FELDMAN LEGAL GROUP REPRESENTS WORKERS IN WAGE AND HOUR AND OVERTIME WAGE CASES IN STATE AND FEDERAL COURTS IN FLORIDA, GEORGIA, AND MOST OTHER STATES AND SEEKS JUSTICE FOR WORKERS.

FELDMAN LEGAL GROUP REPRESENTS WORKERS IN WAGE AND HOUR AND OVERTIME WAGE CASES IN STATE AND FEDERAL COURTS IN FLORIDA, GEORGIA, AND MOST OTHER STATES AND SEEKS JUSTICE FOR WORKERS.

I want to discuss my work experience at Carebridge

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Contact the Plaintiff's attorneys to share your work experience

Carebridge class overtime wage case

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