Siemens Healthineers Overtime Lawsuit Investigation: Were You Underpaid?
Last Updated on July 31, 2024
Investigation Complete
Attorneys working with ClassAction.org have finished their investigation into this matter.
Check back for any potential updates. The information on this page is for reference only.
Free Consumer Tools:
- Open and Current Class Action Lawsuit Settlements and Rebates
- Open and Current Class Action Lawsuit List, Investigations
- Class Action Lawsuit and Settlement News
- Free Class Action Lawsuit Database
At A Glance
- This Alert Affects:
- Siemens Healthineers employees who received overtime pay and bonuses or incentive payments within the last three years.
- What’s Going On?
- Attorneys are investigating whether the medical technology company properly pays its employees for their overtime work. If not, a class action lawsuit could be filed.
- How Could a Class Action Help?
- A class action lawsuit could give employees the chance to recover back wages and force the company to make changes to its overtime pay practices.
- Can I Be Fired for Speaking Up?
- Federal law strictly prohibits companies from retaliating against employees simply because they’ve exercised their legal rights.
Attorneys working with ClassAction.org would like to speak to anyone who received overtime pay and bonuses or incentive payments within the last three years while working at Siemens Healthineers.
It’s being investigated whether the medical technology company is properly paying its employees for their overtime work.
Specifically, attorneys are looking into whether Siemens Healthineers includes bonuses and other extra payments when calculating how much employees should be paid for each hour of overtime. If not, the company may be violating wage law and underpaying employees for their overtime work.
Bonuses & Overtime Pay
In general, federal law requires that most employees are entitled to one-and-a-half times their regular rates of pay for each hour worked beyond 40 in a single workweek.
To determine how much an employee should earn for each overtime hour, it must first be determined what their “regular” rate of pay is.
In the simplest instance, an employee earns $20 per hour and no additional form of compensation, making their “regular” rate of pay $20.
Certain employees, however, are entitled to bonuses, including incentive payments, which may actually make their “regular” rates of pay – and therefore their overtime pay rates – higher than normal.
Indeed, federal law states that “non-discretionary” bonuses – that is, those given to encourage employees to work more efficiently and stay with the company, safety bonuses, bonuses for quality of work, etc. – must be included when calculating an employee’s “regular” rate of pay.
If bonuses are not factored in when calculating a worker’s rate of overtime pay, that employee may be getting illegally underpaid when working extra hours.
How Could a Class Action Lawsuit Help?
If filed and successful, a class action lawsuit could give employees the chance to recover any unpaid overtime wages. It could also force the company to change how it calculates overtime pay.
Before commenting, please review our comment policy.