Aegis Therapists and Rehab Coordinators Seek Justice & Overtime Wages in Class Action Lawsuit

National Overtime Lawsuit for all Aegis Therapists & Rehab Coordinators

SUMMARY OF CLAIMS, DAMAGES SOUGHT AND VIOLATIONS OF THE FAIR LABOR STANDARDS ACT.

Plaintiffs have filed this Fair Labor Standards Act Claim (“FLSA” 29 U.S.C. §216(b)) Collective action (class) overtime wage lawsuit pending before the District Court of Delaware, individually AND on behalf of all present and former Therapists and Rehab Coordinators, or any other persons performing similar work under alternative job titles, seeking to recover unpaid overtime wages for all hours worked over 40 in each and every workweek over the preceding 3 years up through the date of trial, plus the payment of an equal sum in liquidated damages.   

Plaintiffs were and are Therapists and Rehab Coordinators working for Aegis as hourly employees and claim to have been forced to work more than 40 hours per week without the legally required overtime compensation pursuant to state and federal law. Plaintiffs allege that their managers and thus the company itself, knew Therapists and Rehab Coordinators worked off-the-clock without being paid overtime wages in a willful violation of the FLSA. Therapists allege that they were pressured to work more than 40 hours under fear of discipline, including termination because of a productivity requirement related to the amount of billable time.

Plaintiffs claim that the company knows that the job of a Therapist or Rehab Coordinator cannot be performed within 40 hours in a week, especially considering the time it takes to write up therapy notes, paperwork and input data. Aegis pressured Therapists not to report or claim their overtime hours but unlawfully encouraged, pressured and permitted Therapists to work off-the-clock without overtime pay pursuant to a company-wide, unwritten policy prohibiting claiming overtime hours on the clock.  The Therapists claim that in order to meet their high productivity requirements, treat all of their patients as well as complete all the paperwork, Therapists had to routinely work off-the-clock during the week, and the company knew it was happening.

Plaintiffs are seeking to recover overtime wages (time and one-half (1.5) of their regular hourly rate) for all overtime hours that they worked each week during the applicable statute of limitations (3 years). Under the FLSA, Aegis may also be liable for payment of liquidated (double) damages to each Therapist.

Plaintiffs’ Counsel also represent similar therapists and rehab coordinators who worked at Reliant Rehab and Select Rehab. In all three of these cases our investigation have revealed that all therapists and rehab coordinators are subject to extreme productivity requirements such that therapists and rehab coordinators are required to work off-the-clock without overtime compensation.

We Want to Hear from You

If you are a current or former Therapist or Rehab Coordinator who worked for Aegis, we want to speak with you. We would appreciate 10 to 15 minutes of your time to discuss your work experience at Aegis as part of our continuing investigation into the alleged wage violations by Aegis. We are seeking to gather additional evidence in support of our position and corroborate facts about Aegis’ pay practices. We need to determine if the positions and job duties/requirements are similar for all the various job titles used, as well as to investigate and determine if the alleged unlawful pay practice at issue is pervasive and long standing at Cogent.

We would appreciate the opportunity to discuss this case with you, and we can make ourselves available day or night

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  • Anti-Retaliation

    “The FLSA makes it unlawful to retaliate or discriminate against any person or employee who makes a claim for overtime wages, including participating in any class or collective action to recover overtime wages.”

  • Communication Authorization

    The Law and the First Amendment to the United States Constitution permits attorneys in FLSA class/collective actions to communicate in this form with the class members (current and former employees) before certification. See Cooper v. E. Coast Assemblers, Inc., 21 Wage & Hour Cas. 2d(BNA) 152: January 2013