Brown, LLC has filed a collective action lawsuit against Senture, LLC (“Senture”) alleging wage and hour violations under federal law. Please note that a lawsuit being filed against Senture does not necessarily mean that Senture will be found liable. The allegations contained herein remain unproven while the case proceeds through the legal system.

About Senture, LLC

The lawsuit alleges that Senture provides customer service and call-center work. Senture allegedly employs hourly-paid call-center employees who handle customer calls and related work through computer systems, secure access tools, client applications, communication platforms, training portals, and other electronic systems. According to the complaint, Senture maintains call-center operations at physical call centers and through remote work arrangements, including employees who perform call-center work from home. Senture’s principal office is alleged to be located in London, Kentucky.

Claims in the Lawsuit

The lawsuit alleges that Senture, LLC violated the Fair Labor Standards Act (“FLSA”) by failing to pay hourly-paid, non-exempt call-center employees all overtime compensation owed for hours worked over forty (40) in a workweek.

The claims focus on several alleged pay practices:

Unpaid pre-shift computer start-up, login, and call-readiness work

The complaint alleges that call-center employees were required to be ready to perform call-center work at the beginning of their scheduled shifts. To do so, employees allegedly had to power on computers, wait for systems to boot, access secure systems, log into required applications, open communication tools, access timekeeping systems, and prepare to receive or handle calls. The lawsuit alleges that this pre-shift work was compensable but was not fully recorded or paid.

Unpaid computer-based training

The complaint alleges that Senture required hourly-paid call-center employees to complete job-related computer-based training modules. Employees allegedly were often expected to complete training during idle time, but call volume, staffing needs, call-queue demands, and supervisor direction allegedly prevented employees from completing all required training during paid time. The lawsuit alleges that Senture required, permitted, or suffered employees to complete required training outside recorded paid time without compensation.

Unpaid post-shift work

The lawsuit alleges that call-center employees were required or permitted to complete calls, finish call-related tasks, remain in call-center systems, and perform necessary work after the end of their scheduled shifts. The complaint alleges that Senture used scheduled end times, punch edits, or similar timekeeping practices that adjusted, reduced, or limited recorded work time even when employees continued performing compensable work.

Short breaks treated as unpaid

The complaint alleges that Senture failed to count certain short rest breaks, medical breaks, or similar break periods of twenty minutes or less as compensable work time. These short breaks allegedly were not bona fide meal periods and should have been included in total hours worked.

Timekeeping system errors

The lawsuit also alleges that Senture used TimeClockPlus or a similar electronic timekeeping system that sometimes lagged, froze, failed to load, or prevented employees from clocking in or returning from breaks when they were ready and required to work. The complaint alleges that Senture knew or should have known about these timekeeping-system issues but failed to credit employees for compensable work time that was not properly recorded.

As a result of these alleged practices, the lawsuit claims that Senture understated employees’ total compensable hours worked and failed to pay overtime compensation at one and one-half times employees’ regular rates of pay for all hours worked over forty in a workweek.

Workers Covered

Hourly-paid, non-exempt call-center employees employed by Senture, LLC, including but not limited to employees who performed customer-service, call-center, call-readiness, computer-based training, and related call-center work.

Locations Covered

Federal law claims:

The federal FLSA claims cover hourly-paid, non-exempt call-center employees employed by Senture, LLC anywhere in the United States or any other place covered by the FLSA.

The complaint alleges that Senture employed call-center employees at physical call centers and in remote work arrangements. Plaintiff allegedly worked remotely from Georgia in a call-center role associated with Humana Medicare customer-service operations.

Time Period Covered

Federal law claims:

June 23, 2023, through the present.

Former hourly-paid call-center employees may still be eligible if they worked during this period.

For federal FLSA 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 Senture’s alleged violations were willful under 29 U.S.C. § 255(a).

Case Status

June 23, 2026: The lawsuit was filed in the United States District Court for the Eastern District of Kentucky, London Division.

How to Participate

If you worked for Senture, LLC as an hourly-paid, non-exempt call-center employee and believe you were not paid for all time worked, including pre-shift computer start-up or login time, call-readiness work, required computer-based training, post-shift call-related work, short breaks, or time lost because of timekeeping-system issues, you may be eligible to join the case.

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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Brief Summary of Your Case

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Do you believe that in the time period covered by the lawsuit, you worked in a covered job position and location and suffered from the specific violation(s) alleged therein?(Required)

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Are you still working for the Defendant?

Yes

Employment has not yet begun

When did you start working for the Defendant?

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Provide the job position(s) you work(ed) for the Defendant:

What city(s) and state(s) were you located in when working for the Defendant?

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Please summarize any important facts or evidence you have regarding the claims in the lawsuit

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Frequently Asked Questions

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. If successful, attorneys’ fees may be sought from the defendant, not from you.

Can Senture, LLC retaliate against me for joining?

No. Federal wage law prohibits retaliation against workers who assert their 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 Senture, LLC during the covered time period.

What documents may be helpful?

Helpful documents may include pay stubs, schedules, time records, training records, emails or messages about start-up/login time, call-readiness requirements, training assignments, break issues, timekeeping-system problems, or communications with supervisors about unpaid time.

Will I have to testify or provide documents?

Possibly, but not necessarily. Many wage and hour cases rely primarily on employer payroll, timekeeping, training, schedule, and personnel records. However, saving any relevant documents you may have can be helpful.

How long will the case take?

Litigation timelines vary depending on court schedules, case complexity, settlement discussions, and how the Defendant responds. Wage and hour cases often take two to three years, though timelines can differ.

If you have information related to the allegations described in the complaint or believe you may be affected, you can contact Brown, LLC using the contact information below.
Contact: Brown, LLC – Wage and Hour Lawyers

Phone: (877) 561-0000
Email: flsagroup@jtblawgroup.com

These are allegations only. No finding of liability has been made against Senture, LLC. The case will proceed through the legal process.

Active Cases

Senture, LLC (hourly-paid call center employees)

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