Wisconsin Company Now Ordered To Pay Employees Back Wages, Damages

Under the Fair Standards Labor Act (FLSA), employers are required to pay nonexempt employees no less than time and one-half their regular rate of pay for all hours worked over 40 in a workweek.

Employers are also required to record all compensable time worked each day, even time worked in small increments, to determine an employee’s regular rate of pay.

Recently, the Department of Labor reported that an employer in Wisconsin was found to violate the FLSA, and now backwages, in addition to liquidated damages, are owed to employees.

Wisconsin-Based Medical Care Partnership Ordered To Pay Back Wages, Damages

A federal court has ordered a Wisconsin-based multicounty medical care partnership to pay $162,486 in back wages and liquidated damages to 68 case managers after a U.S. Department of Labor investigation found the employer did not pay case managers all wages owed for off-the-clock work, including overtime.

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The consent judgment, entered in the U.S. District Court for the Western District of Wisconsin, followed an investigation by the department’s Wage and Hour Division that found case managers employed by North Central Community Services Program and Affiliates – doing business as North Central Health Care – were working unrecorded hours.

Records show the department’s complaint alleged that between June 17, 2021, and June 16, 2023, North Central Health Care violated overtime and recordkeeping provisions of the Fair Labor Standards Act by failing to record and pay case managers for all hours worked, including overtime.

The judgment, officially entered on December 4, 2025, requires North Central Health Care to pay $81,243 in back wages and an equal amount in liquidated damages to the 68 employees. Additionally, the employer is enjoined from future FLSA violations.

Workers and employers are encouraged to contact the division with questions and requests for compliance assistance at its toll-free helpline, 866-4US-WAGE (487-9243). Employers are encouraged to use the agency’s industry-specific compliance assistance toolkits to learn about their responsibilities under the laws enforced by the division.

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The agency’s PAID program offers employers an opportunity to self-report and resolve potential FLSA minimum wage and overtime violations, as well as certain potential violations under the Family and Medical Leave Act.