Did you work for YesCare as a salaried employee? You may be owed wages.

Our law firm, along with the firm of Zipin, Amster & Greenberg, LLC, filed a class and collective action lawsuit in federal court under the Fair Labor Standards Act (“FLSA”) and applicable Maryland state laws on behalf of all current and former Reentry Coordinators and other similarly situated salaried employees who worked for YesCare at any time since August 20, 2022.

The lawsuit alleges that YesCare did not pay its Reentry Coordinators and other similarly situated salaried employees proper overtime wages for all hours worked over 40 hours in a workweek. Specifically, the lawsuit claims that YesCare’s policies subjected Reentry Coordinators and other similarly situated salaried employees to reductions in their predetermined pay based on the quantity of hours worked or the operating requirements of the business (for example, a holiday or “premium day” policy, a PTO/holiday deduction policy, or a closure policy) that permitted or required improper deductions from employees’ promised salaries when they lacked sufficient PTO, when they did not work on designated holidays, or when the workplace closed due to YesCare’s business needs. The lawsuit alleges that these reductions violate the FLSA and Maryland “salary basis” tests and resulted in the uniform misclassification of certain employees as exempt from (or not entitled to) overtime pay.

If you worked for YesCare as a Reentry Coordinator or in some other similarly situated salaried position within the last three years where your pay was reduced based on the quantity of hours worked or the operating requirements of the business and you wish to learn more or join this case, you may call us at (615) 244-2202 or submit a consent form to join this case directly to our office by clicking the button below.