Welcome Home Care Facing Labor Law Violation Allegations in Class Action
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In recent news, Welcome Home Care faced allegations of labor law violations in a California class action filed by former employee Vanessa Conejo.
Case: Vanessa Conejo v. BCS Partners, Inc. dba Welcome Home Care
Court: Sacramento County Superior Court of the State of California
Case No.: 25CV028452
Get to Know the Plaintiff: Conejo v. BCS Partners
Vanessa Conejo, the plaintiff, started working for BCS Partners as a non-exempt employee in April 2023. She claims that at times during her employment, she was paid on a piece-rate basis. Conejo filed the class action on behalf of herself and other current and former non-exempt employees, alleging the company’s pay and scheduling practices caused workers to miss breaks and lose wages. She claims the defendants’ policies resulted in employees not being paid correctly for all time worked and not receiving required premiums and protections under California labor law.
Who is the Defendant in the Case?
The defendants in the case include BCS Partners, Inc., doing business as Welcome Home Care, along with Welcome Home Care Services (a related business entity), etc. According to the plaintiff, these defendants operated as joint employers and controlled employees’ pay practices, scheduling, and working conditions in California.
The Plaintiffs Allege the Defendants Violated Multiple Labor Laws
Employees allegedly weren’t paid for all time worked, including off-the-clock work before/after shifts and work performed during supposed break time.
Employees allegedly missed compliant meal breaks (including working more than five hours without an off-duty meal period and, on longer shifts, missing a second meal period).
Employees allegedly missed required rest breaks (or weren’t given the correct number of 10-minute breaks for longer shifts) and didn’t always receive the extra hour of pay owed when breaks weren’t provided.
The company allegedly underpaid overtime/other wages due to incorrect rate calculations and improper handling of incentive compensation.
Employees allegedly received inaccurate wage statements, and wages were not always paid on time.
Employees allegedly weren’t reimbursed for required work expenses (such as personal cell phones used for work, vehicles, and work uniforms).
The complaint also raises issues about timekeeping edits/rounding and access to personnel/pay records.
As of January 2026, the case was pending in the Sacramento County Superior Court of the State of California.
The Main Question in the Case: Conejo v. BCS Partners
The key question in the case is whether the defendants maintained company-wide pay and staffing practices that caused non-exempt employees to perform compensable work without full pay, including alleged off-the-clock work and unpaid time connected to meal and rest periods. The court will also need to decide whether employees were provided with legally compliant, duty-free meal and rest breaks, or whether work demands and scheduling effectively kept employees on duty/on call, triggering premium pay obligations. Another issue is whether the defendants correctly calculated wage payment (including the “regular rate” used for overtime and premium pay) and provided accurate wage statements. Finally, the case examines whether employees were properly reimbursed for required business expenses and given timely access to employment records as required by California law.
FAQ: Conejo v. BCS Partners
Q: When do California employees get a 2nd meal break?
A: A second meal period is generally required on longer shifts (typically over 10 hours unless a valid waiver applies).
Q: What makes a meal period “off-duty?”
A: A meal period is off-duty only if the employee is fully relieved of all work, able to leave the premises, and free from their employer’s control.
Q: What happens if rest breaks are missed?
A: When a California employer doesn’t provide breaks, missed rest breaks are compensated with “premium pay.”
Q: How much is “premium pay”?
A: Premium pay varies based on the specific employee’s regular rate of pay. Premium pay is one additional hour at the employee’s regular rate and is owed for each workday a compliant meal or rest break is not provided, as required by labor law.
Q: When must employers reimburse employees for work-related expenses (like phones, mileage, or uniforms)?
A: Employers must reimburse employees for necessary work-related expenses when employees are required to use personal resources or incur costs to complete mandatory job duties.
If you believe you were denied meal or rest breaks, not paid overtime, provided inaccurate wage statements, or required to use personal devices for work without reimbursement, the employment law attorneys at Blumenthal Nordrehaug Bhowmik De Blouw LLP can help. Contact one of our offices in Los Angeles, San Diego, San Francisco, Sacramento, Riverside, or Chicago today to learn how to hold your employer accountable.
