In recent news, a California lawsuit alleges that Medical Management International, Inc. violated labor law when they failed to reimburse employees for necessary work expenses.

The Case: Amber Wolfing v. Medical Management International, Inc.

The Court: Solano County Superior Court of the State of California

The Case No.: 24CV007705

The Plaintiff: Amber Wolfing v. Medical Management International, Inc.

Amber Wolfing, who was engaged as a non-exempt hourly employee by the defendant in August 2019, initiated a class action lawsuit against Medical Management International. She claims that the company's illegal policies and practices resulted in the failure to adequately compensate their employees, as required by labor law.

The Defendant: Amber Wolfing v. Medical Management International, Inc.

Medical Management International, Inc., which offers veterinary healthcare services across California, is the defendant in the case brought by the plaintiff, Amber Wolfing. Wolfing alleges that during her employment, she was compelled to work during her off-duty meal breaks and also before shifts, performing mandatory COVID checks and temperature screenings without pay. Additionally, she contends that the company habitually engaged in "rounding" employees' clock-in and clock-out times in a manner that consistently benefited the employer, consequently leading to underpayment for the actual hours worked by employees.

What is "Time Worked" According to California Labor Law?

Under California labor law, "time worked" is defined as any period during which an employee remains under an employer's control, encompassing all instances where the employee is either actively working or is allowed to work, regardless of necessity. Instances of "time worked" include:

Periods when the employee is on duty, present on the employer's premises, or stationed at a designated work location.
Times when the employee is allowed to work, even if they are not engaging in their primary job functions.
Moments when the employee must remain on the employer's premises or at a specific location controlled by the employer, which limits their ability to engage in personal activities.

This broad definition ensures that employees in California receive compensation for all time spent under employer directives, not limited to just productive work time. It includes time spent waiting, on standby, traveling under certain conditions, and performing other duties as dictated by the job and level of control exercised by the employer. This approach guarantees that workers are paid for all the time their freedom is restricted by job requirements.

The Case: Amber Wolfing v. Medical Management International, Inc.

Amber Wolfing alleges that due to the routine practice of rounding employee work hours at Medical Management International, Inc., she, along with other members of the class action in California, were deprived of their rightful minimum wage, overtime compensation, and legally mandated meal breaks, contrary to both federal and California Labor Laws. She argues that the defendant's failure to compensate employees for all hours worked is demonstrable through the company's own business records. The case, Amber Wolfing v. Medical Management International, Inc., is presently active in the Solano County Superior Court in California.

If you have questions about filing an employment law lawsuit, please contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Experienced employment law attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.