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The healthcare-focused team within the Labor and Employment Practice Group is based in our offices across the U.S., aligning with our clients and offering insights into industry-benchmarked best practices throughout every region of the country.

  • Representing a large regional specialty hospital in a pregnancy discrimination and retaliation matter that intersects with a complex research misconduct investigation into the former employee’s research practices while employed by the hospital, which the former employee claimed was retaliatory.
  • Representing a nonprofit academic medical center on a New York State Department of Labor audit of its payroll practices and working with the New York State Department of Labor to explain how the hospital’s compensation structure for its nurses and physician assistants (which included a guaranteed weekly salary plus additional compensation on an hourly basis) was compliant with New York law and satisfied the salary basis requirement for exempt professional employees under the New York Labor Law.
  • Representing a major managed care health company and one of its affiliated entities in a large class and collective action. The lawsuit alleges the client improperly classified hundreds of care coordinators and care managers, as well as two dozen other job titles, throughout the country as exempt under the Fair Labor Standards Act (FLSA) and applicable state laws.
  • Advising a large healthcare staffing company on all recently enacted or proposed state laws governing such companies and the effect of these laws on its workforce and business practices.
  • Assisted a large healthcare system in obtaining a defense jury verdict in an Americans with Disabilities Act discrimination action brought by the Equal Employment Opportunity Commission.
  • Represented a home healthcare organization and its owners in a U.S. Court of Appeals matter, resulting in a significant published opinion that is a paradigm-shifting victory for employers. The case involved the evidence and legal standards courts are required to consider in the context of a multiplaintiff wage and hour collective action under the FLSA – one of the most burdensome and expensive lawsuits facing employers.

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