Trilogy Health Services Unpaid Wages Lawsuit Investigation: Are Hourly Employees Owed Overtime?
Last Updated on October 15, 2025
At A Glance
- This Alert Affects:
- Non-exempt, hourly employees who worked for Trilogy Health Services, LLC within the past three years.
- What’s Going On?
- Attorneys working with ClassAction.org are looking into whether Trilogy is miscalculating employees’ overtime rates, particularly by failing to factor in certain bonuses, shift differentials and other non-discretionary pay as well as time spent working through meal breaks. They’re investigating whether a class action lawsuit could be filed on behalf of impacted workers.
- How Could a Lawsuit Help?
- If filed and successful, a class action lawsuit could help hourly workers recover overtime wages they may be owed and potentially force Trilogy to modify its pay practices.
- What You Can Do
- If you worked for Trilogy Health Services within the past three years and suspect your overtime pay may have been miscalculated, fill out the form on this page to help with the attorneys’ investigation.
- Could I Get Fired for Helping the Attorneys?
- Employers are prohibited by federal law from retaliating against workers who exercise their legal rights.
Attorneys working with ClassAction.org are looking into whether a class action lawsuit can be filed against Trilogy Health Services, LLC on behalf of non-exempt, hourly employees who may have been paid improper overtime rates.
Specifically, the attorneys believe the healthcare company, which provides senior living, rehabilitation services and other care at campuses across Ohio, Kentucky, Indiana, Michigan and Wisconsin, may be underpaying workers for overtime hours by failing to account for extra shift bonuses, shift differentials and other forms of non-discretionary pay when calculating their overtime rates. The attorneys are also investigating whether Trilogy employees could be owed wages for time spent working through meal breaks.
A class action lawsuit may be able to help Trilogy workers recover any unpaid overtime and force the company to change the way it calculates wages.
If you worked for Trilogy Health Services as a non-exempt, hourly employee in the last three years and either worked through meal breaks or earned extra shift bonuses, shift differentials or other types of non-discretionary pay, the attorneys are interested in speaking to you. Fill out the form on this page to get in touch and learn more about the investigation.
How Are Overtime Rates Calculated?
Overtime rates are determined by an employee’s regular rate of pay and typically calculated based on a 40-hour workweek. This means that, under federal labor law, a covered employee should get overtime for all hours worked in excess of 40 per workweek.
The federal Fair Labor Standards Act (FLSA) stipulates that an employer must pay one-and-a-half times a worker’s regular rate for overtime hours. The U.S. Department of Labor (DOL) explains that an employee’s regular pay rate is their average hourly rate per pay period, including any additional compensation they’ve earned during that time—such as shift differentials, extra shift bonuses and other non-discretionary pay—with certain exceptions.
According to the DOL, an employee’s regular rate of pay is the “average hourly rate calculated by dividing the total pay for employment (except the statutory exclusions) in any workweek by the total number of hours actually worked.”
By law, shift differentials, extra shift bonuses and other forms of non-discretionary pay must be factored in when computing a worker’s regular pay rate. Failing to include these non-discretionary bonuses, which workers are usually aware of and expect, in wage calculations may result in an employee receiving less than they’re owed for overtime hours.
Am I Owed Unpaid Wages for Meal Breaks?
The Fair Labor Standards Act (FLSA) specifies that bona fide meal periods of at least 30 minutes do not qualify as worktime and are unpaid. However, by law, an employee must be “completely relieved from duty” during this time, and if they work through part or all of their meal break, they must be paid for the time worked.
For example, a lawsuit filed in October 2019 against Target alleged that certain employees had 30 minutes’ worth of pay automatically deducted from their hours for meal breaks, even though the plaintiff claimed he was frequently forced to work through them. The plaintiff, who worked as his Target store’s “leader on duty,” said he was required to be on call at all times and was often unable to take a full meal period as a result. Nevertheless, the man allegedly had 30-minute meal breaks cut from his wages, and he claimed to be owed unpaid overtime for those hours.
Attorneys working with ClassAction.org are looking into whether hourly employees at Trilogy are being paid properly when they work through a meal period.
How Could a Trilogy Unpaid Wages Lawsuit Help?
If filed and successful, a class action lawsuit against Trilogy Health Services could help hourly employees recover compensation for miscalculated overtime or meal periods that they worked through without pay. In addition, a lawsuit could force the company to adjust how it pays employees and ensure that its business practices comply with federal labor law.
Think You’re Owed Overtime?
If you’ve worked for Trilogy Health Services as a non-exempt, hourly employee within the past three years and believe you may have been underpaid for overtime, fill out the form on this page.
After you get in touch, an attorney or legal representative may reach out directly with some questions and information about how you could help get a lawsuit started. It costs nothing to fill out the form or speak with someone, and you’re not obligated to take legal action if you decide not to.
Before commenting, please review our comment policy.