The health care industry seems to draw more than its fair share of class action lawsuits. In another example of this trend, home-health workers have filed a FLSA class action in federal court, alleging that their employer misclassified them as exempt and thus improperly denied them overtime. The case is entitled Cook v. Amedisys, Inc. filed in federal court in the District of Connecticut.
The theory of the suit is that the employer did not pay for actual hours worked but had implemented a point system for determining compensation. Counsel for the plaintiffs stated that the Company’s “compensation scheme encourages employees to take on more patient visits and work longer hours, while Amedisys reaps the benefits by reducing their labor costs and boosting their profit margins.” As the Company has more than four hundred locations and more than 16,000 employees (in 38 states), the potential expansiveness of this lawsuit is staggering.
The classifications of workers involved are home-health registered nurses, physical therapists, occupational therapists and speech language pathologists. These employees are paid on a per-visit rate, with each visit worth between 1-2 points; there are “estimated” hours built into the system, based on an assessment of how long each type of visit should take. Travel time is not paid for, nor is the time that must be taken to prepare necessary paperwork or to drop off the collected samples. On the travel time issue, the complaint alleges that even travel during the day (which is clearly compensable under FLSA regulations) is unpaid.
This suit could be a real problem for the employer. I do not believe that the exemption defense (i.e. professional) is available, as technician and technologist types of employees (with few, if any, exceptions) are non-exempt, notwithstanding that they may be highly skilled and have studied in specialized programs.
Even if the exemption argument is available, on the duties prong, the Company then has to establish that these workers are paid on a “fee basis,” which is an alternative to payment on a salary basis, which the exemption tests otherwise mandate.