Employment lawyers from our office filed a case against Arrow Senior Living Management, LLC (“Arrow”) in Ohio for failing to compensate its hourly and non-exempt healthcare employees for all overtime wages they earned.
The overtime lawsuit against Defendant Arrow on behalf of healthcare employees seeks unpaid overtime pay.
Arrow is a company that provides healthcare and services for senior citizens living in a collection of communities in five total states: Illinois, Indiana, Iowa, Missouri, and Ohio. The following are known facilities operated by Arrow:
(1) Illinois – Cedar Trails Senior Living;
(2) Indiana – Gentry Park Senior Living;
(3) Iowa – Journey Senior Living of Ankeny;
(4) Missouri – The Boulevard Senior Living at St Charles, The Boulevard Senior Living at Wentzville, The Castlewood Senior Living, The Fremont Senior Living, Kingsland Walk Senior Living, The Madison Senior Living, The Parkway Senior Living, The Princeton Senior Living, The Township Senior Living, The Westbury Senior Living, and The Wildwood Senior Living; and
(5) Ohio – Carriage Court Senior Living, Chestnut Hill Senior Living, Fox Run Senior Living, Hudson Grande Senior Living, The Kentridge Senior Living, Maple Ridge Senior Living, and Vitalia Active Adult Community / Senior Residences (with locations at Mentor, Montrose, Rockside, Solon, Stow, Strongsville, and Westlake).
These facilities are alleged to be owned and operated by Arrow.
In the lawsuit, Arrow is alleged to require a daily 30-minute meal break deduction from healthcare employees’ compensable hours worked. However, this period of 30 minutes was alleged to be off-the-clock and/or deducted from healthcare employees’ daily hours regardless of whether or not they actually received an uninterrupted (free of any work) 30-minute meal break. Further, the lawsuit claims that healthcare employees received bonuses, such as “sign-on” bonuses and nondiscretionary bonuses for working extra hours or shifts for which the employee was not scheduled to work. The “sign-on” bonuses, although referred to as such, are alleged to truly be retention bonuses, as they were not fully paid out to healthcare employees until they had reached a certain length of employment with Arrow. Together, these “bonuses” should have been factored into healthcare employees’ regular rates of pay for purposes of calculating what is each employee’s overtime rate, but the Complaint alleges that they were not.
If you would like to discuss your rights or the Arrow lawsuit with our employment attorneys, please contact our office for a confidential consultation.