CHICAGO (LN) — U.S. District Judge Jeremy C. Daniel denied a motion to dismiss a putative wage-and-hour class action against Helia Healthcare Services, ruling that the skilled nursing operator’s two-page brief failed to explain why the complaint’s allegations of automatic pay deductions and improper overtime rates were legally insufficient.
The order, issued March 13, 2026, allows the lawsuit filed by former employee Amanda High to proceed. High, who worked for Helia from October 2022 until March 2025, alleged that the company automatically deducted 30 minutes per day from her recorded hours without providing breaks or pay for that time.
High also claimed Helia failed to pay proper overtime rates and excluded regular pay from the calculation of bonuses for hourly employees. She brought the claims under the Fair Labor Standards Act, the Illinois Minimum Wage Law, and the Illinois Wage Payment and Collection Act.
Helia moved to dismiss the complaint under Federal Rules of Civil Procedure 12(b)(6), 12(b)(7), and 12(c). In its motion, the company asserted it never employed High, did not deduct time from paychecks, and that High failed to name a necessary party.
Daniel rejected Helia’s attempt to introduce extrinsic evidence, including a pay stub, an email from Helia’s counsel, and a memo on timekeeping policy. He ruled the documents were not central to the claims and refused to convert the motion into one for summary judgment.
"The allegations discussed above provide sufficient facts to state a plausible claim to relief, and Helia has not contested the sufficiency of High’s allegations," Daniel wrote. He noted that the veracity of the plaintiff's claims is not at issue stage.
The judge also dismissed Helia’s argument regarding the failure to join a necessary party, stating that Helia made no effort to argue why the requirements under Rule 19 were satisfied.
Daniel set a scheduling conference for April 23, 2026, and ordered Helia to answer the complaint by April 3, 2026.