In this Caidan Management overtime lawsuit, the Siegel Law Group secured FLSA conditional certification for several hundred managed care workers denied overtime pay across Michigan and Illinois. In Slaughter v. Caidan Management, Case No. 17-cv-5846 (N.D. Ill.), the court allowed the case to proceed as a collective action under the Fair Labor Standards Act (FLSA). The firm has recovered $100M+ for workers nationwide and has deep experience holding Centene subsidiaries accountable for unpaid overtime.
On July 5, 2018, Magistrate Judge Jeffrey Gilbert granted conditional certification. The court relied on 19 declarations from care management employees who described five core duties that were consistent across job titles and locations. Whether an employee's title was Community Health Worker, Care Coordinator, or Utilization Care Coordinator, the actual work was the same — data collection, data entry, care utilization tracking, plan education, and care coordination. This consistency was a hallmark of systemic misclassification.
Attorney Jack Siegel appeared pro hac vice, bringing claims for unpaid overtime under the FLSA. Caidan managed care plans for Meridian Health Plan, a subsidiary of Centene Corporation — #23 on the Fortune 500.
When 19 different workers across multiple job titles describe the same five core duties, it demonstrates that the employer applied a blanket administrative exemption to an entire class of workers performing formulaic, standardized tasks. This pattern of care worker misclassification is widespread in the managed care industry — and this ruling shows courts will scrutinize it.
Under the FLSA, conditional certification requires a "modest factual showing" that potential opt-in plaintiffs are similarly situated to the named plaintiffs. The 19 declarations in this case provided exactly that — consistent testimony about core job duties, compensation structure, and exempt classification across titles and locations. The court found this evidence sufficient to authorize notice to other affected workers.
This case is part of the Siegel Law Group's broader campaign to challenge overtime violations across the Centene subsidiary network, including the Jackson v. Superior HealthPlan conditional certification. The firm concentrates in FLSA collective actions targeting managed care companies that deny overtime to frontline care workers.
If you are a care coordinator, community health worker, or utilization coordinator at a Centene subsidiary or any managed care company, and you perform standardized duties without receiving overtime pay, you may have a claim under federal and state overtime laws. The Siegel Law Group has a proven track record of holding even the largest managed care companies accountable for overtime violations.
Conditional certification allows a case to proceed as a collective action, meaning other similarly situated managed care workers can join the lawsuit. Notice is sent to potential opt-in plaintiffs, giving them the opportunity to pursue their own claims for unpaid overtime as part of the group.
The opt-in window for this specific case may have closed, but if you worked for Caidan, Meridian Health Plan, or any Centene subsidiary and were denied overtime, you may have your own claim. Contact the Siegel Law Group for a free evaluation.
The FLSA collective action process has two stages. At the first stage (conditional certification), the court decides whether to authorize notice to potential opt-in plaintiffs. At the second stage (decertification), the employer challenges whether the workers are truly similarly situated. If the collective survives both stages, the case proceeds to trial.
Many care coordinators are entitled to overtime pay under the FLSA. The administrative exemption requires the exercise of discretion and independent judgment — and care coordinators who follow standardized protocols, assessment templates, and mandatory checklists often do not meet this standard, regardless of their job title or salary level.
After conditional certification, the court authorizes notice to be sent to potential opt-in plaintiffs. Workers then have a set period to file consent forms. After the opt-in period, the case proceeds through discovery, and the employer typically moves for decertification. If the collective survives, the case moves toward summary judgment or trial.
The Siegel Law Group is a national overtime and wage law firm devoted entirely to representing workers denied overtime pay. Where many firms include wage cases as a small part of a broader employment practice, the Siegel Law Group has built its entire practice around overtime litigation — and the results reflect that commitment: $100M+ recovered for workers, 50+ class and collective action certifications, and 100+ federal lawsuits filed in 27+ federal courts nationwide. Founding attorney Jack Siegel is a Bloomberg BNA contributing author on wage and hour law.
Free consultation. Contingency fee — no fee unless we win.
Phone: (214) 790-4454 | Email: [email protected]
This website contains attorney advertising. Past results do not guarantee future outcomes.
Search by company or industry to see overtime case activity.
Case information shown is from public court filings and approved settlements. Prior results do not guarantee a similar outcome.
