New Unpaid Overtime and Meal Breaks Lawsuit Filed Against Brookdale Senior Living

Our experienced employment attorneys have filed a new unpaid wages lawsuit against Brookdale Senior Living alleging that the company has not fully compensated its hourly healthcare employees for all overtime wages that they have earned due to its unpaid meal breaks policy.

What Is the Brookdale Unpaid Overtime Lawsuit About?

The lawsuit alleges that Brookdale required that daily meal break deductions be taken from its hourly healthcare employees’ pay each day even if those employees are too busy taking care of residents/patients or performing other tasks to take full, uninterrupted breaks.

If meal “breaks” are interrupted and/or shortened, employees may not actually have a “bona fide meal period” under the law. If you were unable to take fully uninterrupted daily meal breaks of at least 30 minutes where you were completely relieved of duty, Brookdale may not have properly paid you. If you are able to eat, but you do so while eating on the go or you must otherwise eat very quickly without the ability to take 30 minutes of uninterrupted rest time, you are not likely receiving a bona fide meal period under the law. If you do not receive a bona fide meal break, then Brookdale cannot deduct 30 minutes from your time worked because this time is otherwise work time for which you should be compensated.

What Could I Receive from the Brookdale Overtime Case?

If you are eligible and choose to join this case and we can show in the lawsuit that you were not properly paid for all overtime work performed for one or more reason(s), the law states that you could receive (1) unpaid overtime for up to the last three years of work; and (2) liquidated damages in an amount equal to the unpaid overtime (aka the potential for double [2x or 200%] damages). If the lawsuit is successful, the law also requires Brookdale to pay our firm’s attorneys’ fees and costs.

Can Brookdale Retaliate Against Me?

No. The federal law called the Fair Labor Standards Act prohibits employers from retaliating against employees. If Brookdale retaliates, it may be held liable for damages including reinstatement, back pay, and double damages (liquidated damages). If you have experienced retaliation or are concerned about retaliation, please contact our experienced employment attorneys so we can explain your rights and protections.