Siegel Law Group served as co-lead counsel and obtained a ~$700,000 settlement in this wage and hour lawsuit against EQHealth Solutions, Inc. on behalf of 63 individuals employed as salaried Care Coordinators and Utilization Review staff (including “Care Coordinator,” “Pediatric Care Coordinator,” “Utilization Review Nurse,” “Utilization Review Coordinator/Reviewer,” “Clinical Reviewer,” and “First Level Reviewer”) during the time period at issue. Led by Jack Siegel of Siegel Law Group, the plaintiffs brought this unpaid overtime case alleging violations of the federal Fair Labor Standards Act, 29 U.S.C. § 201, et seq. (“FLSA”) (no separate state-law wage claims). The case was litigated in the United States District Court for the Middle District of Louisiana and was captioned Russell et al. v. EQHealth Solutions, Inc., No. 3:19-cv-00005-SDD-EWD.

The plaintiffs were salaried Care Coordinators/Utilization Review employees whose job duties consisted of non-managerial care coordination and utilization review work under established guidelines. Plaintiffs routinely worked well over forty (40) hours per workweek, but were not paid any overtime compensation for hours worked in excess of forty hours per week. Instead, Plaintiffs received a flat salary for their work. Plaintiffs primarily claimed that they were improperly classified as exempt employees by EQHealth Solutions and were not paid overtime when they worked more than forty (40) hours per week. The settlement resolved the claims alleged in the action. If you have experienced unpaid wages, unpaid overtime compensation, unreimbursed business expenses, or other wage and hour violations under federal or state laws by your employer, please contact Siegel Law Group. Our experienced wage and hour attorneys are available to speak to you free of charge.

The plaintiffs were Case Manager LTCs whose job duties consisted primarily of care management work. Plaintiffs routinely worked well over forty (40) hours per workweek, but were not paid any overtime compensation for hours worked in excess of forty hours per week. Instead, Plaintiffs received a flat salary for their work. Plaintiffs primarily claimed that they were improperly classified as exempt employees by Gateway Health Plan and were not paid overtime when they worked more than forty (40) hours per week. The settlement resolved the claims alleged in the action. If you have experienced unpaid wages, unpaid overtime compensation, unreimbursed business expenses, or other wage and hour violations under federal or state laws by your employer, please contact Siegel Law Group. Our experienced wage and hour attorneys are available to speak to you free of charge.