Priority Management Group Unpaid Wage Lawsuit Investigation

Attorneys working with ClassAction.org want to speak with current and former hourly-paid employees at skilled nursing and assisted living facilities managed by Priority Management Group, LLC as part of an investigation into unpaid overtime and off-the-clock work.

Specifically, a lawsuit has been filed claiming Priority Management, which manages over 50 facilities across Texas and Louisiana, has illegally underpaid hourly employees by miscalculating their overtime rates. The lawsuit also alleges that employees were not paid for time spent working through unpaid meal breaks and may have been denied pay due to problems with the company’s timekeeping system.

The attorneys now want to speak with more affected workers to help strengthen the lawsuit against Priority Management Group.

Which Facilities Are Managed By Priority Management Group?

Priority Management Group manages the following skilled nursing facilities and assisted living facilities in Texas and Louisiana:

Priority Management Group Unpaid Overtime Claims

The Priority Management Group lawsuit alleges that the company failed to properly calculate workers’ overtime rates by not taking into account certain bonuses, shift differentials, on-call pay and other types of extra pay.

Under the Fair Labor Standards Act (FLSA), non-exempt employees must be paid at least one-and-a-half times their regular rate of pay for all hours worked in excess of 40 each week. For hourly-paid workers, their regular rate includes their base hourly rate, plus the average hourly rate of all other compensation they received during the pay period, with certain limited exceptions.

A shift differential is extra pay that an employee may receive for working a less desirable shift, such as a night shift.

For example, an employee may receive a shift differential for working a Baylor shift—i.e., a nursing schedule that typically involves working at least two 12-hour shifts on weekends while maintaining full-time status.

On-call pay, i.e., wages for having to remain on or near the premises and available to work, may also count as part of a worker’s regular pay rate when calculating their overtime rate, according to the lawsuit.

Moreover, employees’ regular rates must also include nondiscretionary bonuses. According to the Department of Labor (DOL), nondiscretionary bonuses generally include those that an employee knows about beforehand and expects, such as a monthly bonus for meeting certain metrics or goals.

By leaving out shift differentials, Baylor pay, on-call pay, nondiscretionary bonuses and other types of extra pay from employees’ regular rates, Priority Management Group paid employees less than they were legally entitled to for their overtime hours, the lawsuit alleges.

Priority Management Unpaid Off-the-Clock Work Claims

The Priority Management lawsuit claims that prior to August 1, 2025, the company automatically deducted 30 minutes from employees’ hours each shift for an unpaid meal period, regardless of whether the employee worked through part or all of the break.

Per the case, employees had no way to report missed meal periods and therefore were not compensated for working through breaks, which the suit says regularly occurred due to the nature of their work.

Priority Management Group allegedly changed its meal break policy in August 2025, which, according to the suit, indicates that the company was aware that its previous policy was unlawful. Under the Fair Labor Standards Act, employees must be paid for all hours worked and “completely relieved from duty” during an unpaid meal break.

The lawsuit also claims that Priority Management employees have experienced issues with the company’s timekeeping software, including missing hours on their paychecks. For example, one of the plaintiffs, an assistant director of nursing, says she noticed that an eight-hour on-call shift had been deleted from her time record. Though the issue was eventually corrected, the plaintiff suspects it may have happened on other occasions without her noticing, the suit says.

The other plaintiff, a medical data set coordinator, says the timekeeping system failed to record her clock-out time on several occasions, causing her to have to manually enter the time later or else not be paid for time she actually worked.

According to the case, Priority Management’s timekeeping issues and previous meal break policy have resulted in employees not being paid for working off the clock, in violation of the Fair Labor Standards Act.

How Could an Unpaid Wages Lawsuit Help?

If successful, a lawsuit against Priority Management Group could help current and former employees recover any unpaid wages they may be owed, plus interest.

A lawsuit could also force the company to change its pay practices to ensure that they comply with federal labor law.

What You Can Do

After you get in touch, an attorney or legal representative may reach out to you directly to ask you some questions about your experience and explain how you may be able to help the investigation. It doesn’t cost anything to fill out the form or talk to someone about your options, and you’re not obligated to take legal action if you don’t want to.

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