Thedacare: New Lawsuit Filed for Unpaid Overtime and Meal Breaks

Experienced employment attorneys at Coffman Employment Lawyers have filed a new lawsuit against ThedaCare, Inc. The lawsuit alleges that ThedaCare violated federal law by not paying its hourly healthcare employees all the overtime wages they were owed due to ThedaCare requiring that a 30-minute meal break be taken from these employees' hours each shift.

ThedaCare is an operator and provider of healthcare services in central and eastern Wisconsin that operates a network of at least 9 hospital centers and more than 180 points of care.

What is the New Unpaid Overtime Lawsuit Alleging?

Coffman Employment Lawyers are alleging on behalf of Thedacare’s hourly healthcare employees that Thedacare took daily 30-minute meal breaks from these employees even when they were too busy to take an uninterrupted break or any break at all.

A federal law called the Fair Labor Standards Act (FLSA) prohibits employers from deducting meal break time from an employees’ hours worked if they did not receive what is called a “bona fide meal period.” A bona fide meal period must be an uninterrupted 30-minute break. If you did not receive a meal period or your meal period was interrupted such that you did not receive a 30-minute break, Thedacare may not have paid you all the overtime wages you were owed.

What Could I Receive from the Thedacare Unpaid Wages Case if I Choose to Join?

If you are eligible to join and we can successfully show that you were not properly paid all overtime wages owed to you, you may be entitled to (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 damages) under the FLSA. The FLSA also provides that Thedacare must pay our firm’s attorneys’ fees and costs if the lawsuit is successful.

Can Thedacare Retaliate Against Me?

No. The FLSA prohibits employers from retaliating against employees for joining a wage and hour suit. If Thedacare were to retaliate, it could be required to pay damages, including back pay and liquidated (double) damages, or it could be required to reinstate you to your former position. More information regarding protection from retaliation is available from the U.S. Department of Labor here. If you are concerned that Thedacare will retaliate against you or believe that Thedacare has retaliated against you, please contact our experienced team of attorneys so we can explain your rights and protections.