Healthcare Providers and Services
Company Overview of Wilkes-Barre Hospital Company, LLC
Wilkes-Barre Hospital Company, LLC, dba Wilkes-Barre General Hospital is a 412 bed healthcare facility that provides heart and vascular care, women's and children's services, cancer care, and orthopedic care services. The hospital is based in Wilkes-Barre, Pennsylvania. Wilkes-Barre Hospital Company, LLC operates as a subsidiary of Community Health Systems, Inc.
575 North River Street
Wilkes-Barre, PA 18764
Key Executives for Wilkes-Barre Hospital Company, LLC
Vice President, Plains Township
Vice President, Plains Township
Chairman of the Board of Directors, Dallas
Compensation as of Fiscal Year 2015.
Wilkes-Barre Hospital Company, LLC Key Developments
Wilkes-Barre General Hospital and Pennsylvania Association of Staff Nurses and Allied Professionals Sign on Tentative Contract Agreement
Sep 5 14
On September 3, 2014, Wilkes-Barre General Hospital's unionized nurses declared a tentative agreement with the hospital following a five-day strike in July. The Wyoming Valley Nurses Association, together with the Pennsylvania Association of Staff Nurses and Practitioners, entered into an agreement with hospital owner Community Health Systems for a new contract that will affect 450 registered nurses. The agreement requires ratification by the nurses represented by PASNAP.
Wilkes-Barre Hospital Co. Settles Class Action Lawsuit Challenging its Overtime Pay Calculation
May 30 14
The U.S. District Court for the Middle District of Pennsylvania granted final approval to the settlement of a class action brought by employees against a hospital operator alleging the defendant's overtime pay calculation method violated an applicable state statute. Michele Sakalas brought a class action against Wilkes-Barre Hospital Co. and other hospital operators, alleging the method used by the defendants to calculate the overtime pay owed to certain of their employees violated the Pennsylvania Minimum Wage Act (PMWA). The complaint alleged the defendants utilized an "8/80 Rule" whereby overtime was paid at one and one-half times the employee's average hourly rate for hours worked in excess of eight hours in one day or 80 hours in a two-week pay period. The plaintiffs alleged that, while this method was permitted under the federal Fair Labor Standards Act, the PMWA required that employees "receive overtime of one and one-half times' the employee's regular pay rate for all hours worked over forty in a workweek." The court noted that on July 5, 2012, the state legislature amended the PMWA to allow hospitals to utilize the 8/80 method. As a result, the instant lawsuit was limited in scope to the period between the PMWA's enactment on Feb. 11, 2008, and its amendment on July 5, 2012. The case came before the court on the plaintiffs' unopposed motion for final approval of a class action settlement. The district court held that the factors relevant to evaluating the proposed settlement favored approval. The settlement would result in class members recovering 70% of the over $394,000 of alleged unpaid overtime wages. That was possibly more than the members would receive if the litigation were to proceed to trial and compared favorably to other 8/80 cases. In addition, no class members objected to the proposed settlement. The court further noted the case proceeded through extensive discovery and settlement discussions, indicating the parties had sufficient information to come to an informed settlement agreement.
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