Part of our managed care overtime cases →
One settlement, two case pages. This matter and Gongora-Ownby v. Molina Healthcare were resolved together in a single settlement approved by the Northern District of Illinois on June 12, 2018.
The case was brought against Molina Healthcare, Inc. and Molina Healthcare of Texas, Inc. for more than 1,100 salaried Case Managers and Health Managers. The workers alleged that they assessed members, built care plans and connected enrollees with providers using company-prescribed workflows; that they routinely worked more than 40 hours a week; and that Molina paid them a flat salary, classified them as exempt and paid no overtime.
The case combined an FLSA collective action with Rule 23 state-law class claims, so workers could recover under federal law and their state’s overtime law.
The administrative exemption covers employees whose primary duty includes "the exercise of discretion and independent judgment with respect to matters of significance." 29 C.F.R. § 541.200(a)(3). Care coordinators and case managers who work from set assessments, scripts and company workflows are following someone else’s judgment, not exercising their own. A salary and a job title do not change that. See the administrative exemption.
On June 12, 2018, Judge Robert Dow approved the settlement as fair, reasonable and adequate. It resolved the claims alleged in both cases.
More than 1,100 salaried Case Managers and Health Managers in the Brewer and Gongora-Ownby cases.
That Molina classified its Case Managers and Health Managers as exempt even though they followed standardized care-coordination protocols rather than exercising independent judgment.
Often, yes. Case managers who follow company-prescribed workflows often do not meet the administrative exemption.
It combines a federal FLSA collective action (workers opt in) with state-law class claims under Rule 23 (workers are included unless they opt out).
If you did this kind of work for another employer and weren't paid overtime for hours over 40, tell us your job title, your employer and the state you worked in. We'll tell you plainly whether we think you have a case. Federal law makes it illegal to retaliate against you for asking.
Siegel Law Group PLLC concentrates in unpaid overtime cases under the FLSA and state wage laws. The firm has filed more than 100 federal overtime cases, obtained more than 50 class and collective certifications, and recovered more than $100 million for workers. Free consultation. Contingency fee: we advance case costs, and they are repaid from any recovery. No recovery, no fee and no costs. Phone: (214) 790-4454 | Email: [email protected]
These are results in other people's cases. Every case depends on its own facts and law. Prior results do not guarantee a similar outcome. This website contains attorney advertising.
Attorney responsible: Jack L. Siegel, Siegel Law Group PLLC, 11341 W. US Hwy 290, Bldg. 2, Austin, TX 78737. Licensed in Texas.
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