Ignite Medical Resorts (hourly-paid employees)

Brown, LLC has filed a lawsuit against Ignite Medical Resort Independence, LLC and Ignite Team Partners, LLC alleging wage and hour violations under the federal FLSA and Missouri law. Filing a lawsuit does not mean the Defendants have been found liable. These allegations remain unproven while the case proceeds through the legal system.

About the Defendants

The lawsuit alleges that Defendant Ignite Medical Resort Independence, LLC and Ignite Team Partners, LLC employed hourly-paid nursing staff for operated skilled nursing and rehabilitation facilities in Blue Springs, Missouri.

Claims in the Lawsuit

Federal Claims

The lawsuit alleges that Defendants failed to pay hourly-paid nursing staff and other similarly situated hourly-paid employees all overtime wages owed for hours worked over forty (40) in a workweek.

The complaint alleges that Defendants maintained timekeeping and payroll practices that failed to record, credit, and include all compensable work time in overtime calculations.

First, the complaint alleges that Defendants automatically deducted meal-period time from hourly-paid nursing staff’s paid hours even when employees did not receive bona fide, uninterrupted meal periods or performed work during all or part of the deducted time. According to the complaint, hourly-paid nursing staff often continued working during deducted meal periods because of patient-care demands, staffing conditions, and shift responsibilities, including charting, responding to patient needs, performing patient-care tasks, and completing required shift responsibilities.

Second, the lawsuit alleges that Defendants failed to pay the required overtime premium for all hours worked over forty (40) in a workweek, including by paying some hours worked over forty (40) at straight-time rates rather than at one and one-half times employees’ regular rates of pay.

Third, the complaint alleges that Defendants’ payroll practices failed to ensure that overtime compensation was properly paid when a workweek overlapped a semi-monthly pay-period cutoff, including the 1st/16th or end-of-month cutoff.

The complaint further alleges that Defendants paid hourly-paid nursing staff through multiple pay codes, rates, premiums, bonuses, and incentive payments, but failed to ensure that all required forms of compensation, including nondiscretionary bonuses and

incentive payments, were included in the regular rate used to calculate overtime compensation.

Missouri Wage Claims

For Missouri employees, the lawsuit alleges that Defendants violated the Missouri Minimum Wage Law by failing to pay all overtime compensation owed for hours worked over forty (40) in a workweek, including by failing to include all compensable work time in overtime calculations and by failing to pay the required overtime premium for all overtime hours worked.

The lawsuit also alleges that Defendants violated Missouri’s final-wage law for discharged Missouri employees. According to the complaint, Defendants discharged or refused to further employ certain Missouri employees while unpaid wages earned at their contract rates remained unpaid on the date of discharge or refusal to further employ. The complaint seeks unpaid wages and statutory penalty wages for the Missouri Final-Wage Subclass where the statutory requirements are satisfied.

Workers Covered

Position(s): Hourly-paid nursing staff and other similarly situated hourly-paid employees, including employees who performed direct-care work for Defendants.

Locations Covered

Federal law claims: Hourly-paid nursing staff and other similarly situated hourly-paid employees employed by Defendants anywhere in the United States or any other place covered by the FLSA.

Missouri wage claims: Hourly-paid nursing staff and other similarly situated hourly-paid employees employed by Defendants in Missouri.

Missouri final-wage claims: Members of the Missouri Class who were discharged by Defendants, or whose employment Defendants refused to further continue, and who had unpaid wages earned at their contract rate that were not paid on the date of discharge or refusal to further employ.

Time Period Covered

Federal law claims: May 26, 2023, through the present. Missouri wage claims: May 26, 2023, through the present. Missouri final-wage claims: May 26, 2021, through the present.

Former employees may still be eligible if they worked during these periods.

For the federal law claims, workers can generally recover wages for up to two years before the date they join the lawsuit by filing a signed consent form with the Court, or up to three years if the Court finds that Defendants’ alleged violations were willful under the FLSA. The complaint alleges willful FLSA violations.

Case Status

May 26, 2026: The lawsuit was filed in the United States District Court for the Northern District of Illinois.

How to Participate

If you are interested in participating in the lawsuit, please complete the form below so that the wage and hour lawyers at Brown, LLC can assess your eligibility.

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Frequently Asked Ǫuestions

Will Brown, LLC Be My Attorneys?

Yes, if you sign a retainer agreement and, if applicable, a Consent to Join form. You owe no legal fees unless there is a recovery.

Can Ignite Retaliate Against Me for Joining?

No. Federal wage laws prohibit retaliation against workers who assert wage rights or join a lawsuit.

Do I Have to Be Currently Employed to Participate?

No. Former employees may still be eligible if they worked for Defendants during the covered time period.

What Types of Work Time Does the Lawsuit Focus On?

The lawsuit focuses on alleged unpaid overtime, including work during automatically deducted meal periods and other compensable work time not properly credited or paid.

What Pay Practices Does the Lawsuit Challenge?

The lawsuit challenges alleged automatic meal deductions, semi-monthly pay-period cutoffs, pay-code practices, straight-time payment for overtime hours, and regular-rate calculation issues.

Will I Have to Testify or Provide Documents?

Possibly, but many wage cases rely heavily on employer records. Relevant paystubs, schedules, time records, texts, emails, and handbook materials may be helpful.

How Long Will the Case Take?

Timelines vary. Wage and hour cases can take months or years depending on court scheduling, discovery, motion practice, and settlement discussions.

Contact: Brown, LLC – Wage and Hour Lawyers Phone: (877) 561-0000

Email: flsagroup@jtblawgroup.com