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Fresenius Unpaid Wages and Denied Breaks Lawsuit

The Carlson Law Firm is spearheading a critical class action lawsuit aimed at addressing and rectifying the injustices faced by employees who have been wrongfully denied their hard-earned wages and lawful breaks. We are helping plaintiffs who believe that Fresenius Medical Care Holdings engaged in a systematic process of improperly deducting payment for meal breaks, a practice that has led to significant wage theft. By failing to compensate for required meal breaks, Fresenius has not only violated the Fair Labor Standards Act (FLSA) but also betrayed the trust of its dedicated workforce.

Our Wage Theft attorneys are committed to defending the rights of workers who have been unfairly treated and subjected to wage theft by their employers. We are currently leading a class action lawsuit against Fresenius Medical Care Holdings, Inc., for alleged violations of the Fair Labor Standards Act (FLSA) and state labor laws that protect employee rights to earned wages and breaks. 

If you were employed by Fresenius Medical Care Holdings, or one of its medical facilities, please contact us immediately to schedule your free consultation.

Fresenius and its subsidiaries cannot retaliate against you for joining this class action. 

Why Wage Theft Lawsuits Matter

It has come to our attention that Fresenius Medical Care Holdings may have systematically deprived employees of their rightfully earned wages and breaks. Specifically, we are investigating claims that the company required nurses and other personnel to work through their mandated unpaid 30-minute meal breaks without compensating them for this time. This practice not only violates the FLSA but also undermines the dignity and health of workers, who depend on these breaks for rest and recuperation during long shifts.

Get Help • Free Case Review

To join the Fresenius Wage Theft Lawsuit, complete the form below or call us at 800-359-5690.

About FLSA, Meal Breaks and Your Rights

The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards affecting employees in the private sector and in Federal, State, and local governments. Under FLSA guidelines, non-exempt workers are entitled to a minimum wage and overtime pay at a rate of not less than one and a half times the regular rate of pay for hours worked beyond 40 in a workweek. 

Furthermore, while the FLSA doesn’t directly mandate that employers must give their workers meal breaks, should employers offer meal breaks, there are clear guidelines on whether such breaks are considered compensable (i.e., paid) work time.

Specifically, employers must compensate employees for meal breaks unless employees are given a reasonable break time for a meal, typically 30 minutes or more, in which the employees are relieved of all duties.

FLSA Insights on Meal Breaks:

  • Break Length: The FLSA makes a distinction between meal breaks and rest breaks based on their duration. Meal breaks usually last no less than 30 minutes, whereas rest breaks, which should be compensated, tend to be shorter, typically around 5 to 20 minutes.
  • Work During Breaks: Should an employee need to fulfill any job duties during their meal break, this time must be compensated as work time. Therefore, if an employee’s meal break is interrupted by work-related tasks, they should generally be paid for the entire break period.
  • Opting Out of Meal Breaks: Employees may choose to skip their meal breaks to continue working. However, if the employer is aware or suspects that work is being done during this time, the employee should be compensated accordingly.
  • State Regulations: Besides the federal guidelines set by the FLSA, several states have their own rules concerning meal breaks, often offering more protection for workers. Employers are required to follow both federal and state laws, prioritizing the law that offers the higher level of employee protection.
  • Differences Between Non-Exempt and Exempt Employees: The stipulations for meal breaks generally target non-exempt employees. Exempt employees, who are usually salaried and not covered by FLSA’s overtime rules, are not the primary focus of these meal break regulations.

Unfortunately, the way Fresenius operates has put the company in direct violation of federal law. If you believe your rights were violated by Fresenius, join the Fresenius Wage Theft Lawsuit. Start by scheduling a free consultation with a member of our legal team immediately. 

Who Is Affected?

Our lawsuit seeks to represent all current and former employees of Fresenius Medical Care Holdings, including nurses and other personnel, who have worked through their unpaid meal breaks without appropriate compensation.

How You Can Help Other Fresenius Employees

If you or someone you know has been affected by these practices, we urge you to come forward. By joining this class action lawsuit, you can help hold Fresenius Medical Care Holdings and its subsidiaries accountable for its actions and secure the wages and respect you deserve.

Our experienced legal team is ready to fight for your rights and ensure justice is served.

How Can I Join the Fresenius Lawsuit?

  • Contact Us: Reach out to our law firm for a confidential consultation. We are here to listen to your story and provide guidance on the best course of action.
  • Documentation: Gather relevant documents, such as pay stubs and other communication with Fresenius.
  • Join the Lawsuit: If you decide to participate in the class action lawsuit, we will guide you through every step of the process, ensuring your case is presented effectively.

This is a new class action that The Carlson Law Firm is investigating as of February 2024. Consultations are free, call us now at 800-359-5690 to find out if we can help.

Contact Us Today for a Free Fresenius Wage Theft Lawsuit Consultation

For more information or to join the class action lawsuit against Fresenius Medical Care Holdings, please contact a Fresenius Wage Theft attorney at 800-359-5690 or fill out the form above. With The Carlson Law Firm, your initial consultation is free, and we operate on a contingency fee basis, meaning you pay nothing unless we win your case.

Together, we can stand up to wage theft and ensure fair treatment for all employees.

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