New cases and investigations, settlement deadlines, and news straight to your inbox. Travel nurses also get paid sick leave in California thanks to the Healthy Workplaces, Happy Families Act of 2014, which included a provision in 2015 applying sick leave rights to all full-time, part-time, seasonal, and temporary employees. Travel nurses in California therefore qualify for paid sick leave amongst other basic employee requirements. The counsel responsible for the content of this page includes Kiley Grombacher at: PAID ATTORNEY ADVERTISEMENT: THIS WEB PAGE IS AN ADVERTISEMENT AND THE PARTICIPATING ATTORNEY(S) ARE INCLUDED BECAUSE THEY PAY AN ADVERTISING FEE. '> In 2018, for example, a $20 million California travel nurse lawsuit settlement was reached over allegations traveling nurses who worked for AMN at Kaiser facilities in California were denied overtime pay and breaks. After speaking with dozens of travel nurses, the attorneys found that some: Weren’t paid overtime when working more than 40 hours per week, Weren’t given uninterrupted meal and rest breaks as required by state laws, Weren’t paid for work done “off the clock”, Weren’t paid for traveling to training courses, Had their requests for overtime approval turned down even though they already worked the extra hours, Weren’t paid for time spent taking training courses (some of which may have been done online), Didn’t receive their wages after getting fired or resigning from their positions. Instead, your information will be forwarded to an attorney or claims processing firm for the purpose of a confidential review and potential representation. WHAT CAN YOU CLAIM According to BluePipes, overtime pay is not as straightforward. Per diem employees, on the other hand, are employees of the hospital who are available to cover a full-time staff member on an on-call basis—for example, per diem employees can be brought in as last-minute replacements to cover employees who have to call out sick. Furthermore, if your hours extend beyond 40 per week, you are generally entitled to overtime, approved or not. TNAA (Travel Nurse Across America) has them. This field is for validation purposes and should be left unchanged. A successful travel nurses wages and work violations class action lawsuit may require the employer to compensate travel nurses for unpaid overtime and other unpaid wages. Unfortunately, they believe these practices are not limited to a single hospital, facility or staffing company. This article is not legal advice.

You can change these settings at any time. We tell you about cash you can claim every week! Also in 2018, Health Resource Solutions Inc. agreed to pay $738,000 to settle an unpaid overtime class action lawsuit to registered nurses and clinicians. the content you have visited before, Advertising: Gather personally identifiable information such as name and location, Advertising: Use information for tailored advertising with third parties, Advertising: Allow you to connect to social sites, Advertising: Identify device you are using. Travel nurses, for example, typically agree to work for a hospital for a certain period of time, such as 13 weeks, to meet the healthcare facility’s short-term staffing needs. If you’re working or have worked as a travel nurse and would like to learn more about this investigation, contact us by filling out the form on this page. Their status as a “travel” employee rather than a per diem or permanent full-time employee should not negatively affect their wage and benefits rights. Traveling healthcare professionals are often employed by third-party agencies on behalf of hospitals and facilities in need, and work for consecutive short-term periods, usually averaging at around 13-26 weeks. Use the form on this page to quickly and easily submit your information to experienced employment rights lawyers who will review your situation. In 2018, for example, a $20 million California travel nurse lawsuit settlement was reached over allegations traveling nurses who worked for AMN at Kaiser facilities in California were denied overtime pay and breaks. Unfortunately, it is believed that a great deal of this 30 minutes is spent by the relieving nurse in “huddles” and other start-of-shift meetings. Before commenting, please review our comment policy. If you agree and consent to the use of cookies, please click Accept.