ASSISTED LIVING MANAGER HELD PERSONALLY LIABLE FOR ALTERING PAY RECORDS
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If you’re responsible for approving time sheets or signing off on changes to the hours reported by employees, take note: It’s not just your organization that risks a big fine and costly litigation. Your personal assets are also at risk, as a new court ruling shows.
A recent case under the FLSA, Chao v. SelfPride, demonstrates how this personal liability works. A group of “living assistants” (hourly workers) at a home for people with disabilities worked 48-hour weekend shifts and were required to check on each resident every two hours, around the clock. When those employees turned in their time sheets, managers routinely deducted eight hours because each living assistant supposedly got two four-hour breaks. The CEO then signed off on the altered time sheets.
The employees could not leave the building during “breaks” and had to call the main office once an hour. Because the time was not their own to use as they wished, the court said the employees should be compensated. The court also held the CEO personally liable, ordering him and the company to pay more than $500,000 to the employees, including $155,000 as a penalty.
If you’re responsible for approving time sheets or signing off on changes to the hours reported by employees, take note: It’s not just your organization that risks a big fine and costly litigation. Your personal assets are also at risk, as a new court ruling shows.
A recent case under the FLSA, Chao v. SelfPride, demonstrates how this personal liability works. A group of “living assistants” (hourly workers) at a home for people with disabilities worked 48-hour weekend shifts and were required to check on each resident every two hours, around the clock. When those employees turned in their time sheets, managers routinely deducted eight hours because each living assistant supposedly got two four-hour breaks. The CEO then signed off on the altered time sheets.
The employees could not leave the building during “breaks” and had to call the main office once an hour. Because the time was not their own to use as they wished, the court said the employees should be compensated. The court also held the CEO personally liable, ordering him and the company to pay more than $500,000 to the employees, including $155,000 as a penalty.
Check out our blog!
Recent Posts
How to Price Your RCFE Home the Right Way
When it comes to selling your RCFE, you want to get the best price possible. That could explain why so many RCFE homeowners are eager …Sellers Guide for RCFEs
Sales Process We know it may be difficult to make the ultimate choice to sell your RCFE. You may have put years of effort, passion, …The benefits of purchasing an RCFE property right now
The financial advantages of purchasing a property used as an RCFE over leasing one are debatable but one significant aspect that may be overlooked is …Experts predict a sharp increase in instances of O.C. Alzheimer’s disease.
As the population ages, Alzheimer’s disease, which causes progressive mental degeneration, is on the rise. The California Department of Public Health has some startling figures: …The Department of Developmental Services just released new rates that will be effective January 1, 2022
The Department of Developmental Services just released new rates that will be effective January 1, 2022. These are for Community Care Facilities that provide Residential Services to …