Author: Owen Fessant-Eaton

After years of intimidation tactics and illegal treatment of workers, Innercare may finally be held accountable. The National Labor Relations Board is prosecuting them for an aggressive, anti-worker union-busting campaign that included firing six frontline healthcare workers for union activity, repeated reports of harassment, and efforts to block a fair and free union election. These actions from the company and its leadership weren’t just morally repugnant; they were a violation of labor policy. Now the federal government is stepping in to mandate accountability.

So what started all of this in the first place? Innercare’s unwavering commitment to paying workers bottom of the barrel wages and their absolute refusal to make concessions to improve workplace conditions. 

Two years ago, Innercare frontline healthcare workers banded together to organize for the establishment of a labor union so that they could exercise their right to bargain for better workplace conditions. Instead of allowing a union vote to take place, Innercare and their CEO Yvonne Bell responded with intimidation, surveillance, firings, and other unlawful tactics designed to silence workers. Yvonne Bell’s nasty, anti-worker behavior didn’t scare workers off. Innercare workers documented their employer’s illegal actions and filed charges with the National Labor Relations Board. 

The NLRB, a board that exists within the federal government, has reviewed the charges and agreed that Innercare likely violated federal labor law. As a remedy, the NLRB is asking a judge to order CEO Yvonne Bell to publicly admit that Innercare broke the law and reinstate the fired workers

Innercare’s union-busting playbook is part of a broader pattern facing healthcare workers across the industry. The federal government’s action sends a message: frontline workers have the right to organize without fear of retaliation, and employers can be held accountable for illegal behavior. 

One thing is for sure: when Innercare CEO Yvonne Bell admits that Innercare broke the law, we’ll be waiting with a video recorder and popcorn.

A hearing is scheduled for March 17th, 2026 in San Diego. This is a developing story with updates to come.

California’s labor code is the main protections workers have from wage theft. Community clinics across the state can’t seem to stop violating it.

Ampla Health agreed to pay $325,000 to settle allegations of labor code violations in 2021.

A 2019 case concerning violations of the labor code committed by Clinicas Del Camino Real was settled in 2023 in the amount of $647,500.

Comprehensive Community Health Centers agreed to pay $82,500 in 2022 to settle allegations of labor code violations.

Elica Health Centers agreed to pay $700,000 in 2025 to settle allegations for labor code violations stemming from a complaint filed in 2022.

In 2022, Family Healthcare Network reached a proposed settlement to pay $4.5 million to settle allegations that it failed to pay workers lawful wages, failed to provide meal and break periods, failed to pay employee expenses, and more.

Father Joe’s Villages agreed to pay $3.25 million to settle a class action lawsuit alleging failure to pay minimum wage, pay overtime, provide meal periods, permit rest breaks, reimburse necessary business expenses, provide accurate itemized wage statements; and pay all wages due upon termination.

There was a proposed settlement of $1.8 million submitted in June 2023 from a case filed against Innercare in 2019 for Labor Code violations and in November 2023 the settlement agreement was approved by the Court.

TCC Family Health was ordered to pay $1.7 million in 2025 to settle allegations of labor code violations including failure to pay minimum wages, failure to pay overtime wages, failure to permit rest breaks, etc.

Via Care agreed to pay $242,500 in 2023 to settle claims of labor code violations.

Who’s next?

In May 2025, a complaint was filed against Aria Community Health Center alleging failure to pay overtime and requiring employees to work off the clock.  

A class action lawsuit was filed against Bay Area Community Health in 2024 alleging failure to pay wages for all hours worked, failure to provide meal and rest breaks, and other violations of the labor code.

Ampla Health clinics reported multiple incidents of unintentional breaches of private patient information between 2022 and 2025. What were they prioritizing over protecting sensitive patient information? Maybe their CEO’s compensation: more than $500,000 in 2023.

A proposed settlement amount of $1.5 million was reached in 2025 to resolve allegations of Truecare’s violation of the Labor Code – violations include unpaid overtime, unpaid minimum wages, failure to provide meal periods, failure to authorize and permit rest periods, non-compliant wage statements and failure to maintain payroll records, wages not timely paid upon termination, failure to timely pay wages during employment, unlawful business practices, and unfair business practices.

One Community Health can’t keep patient information safe. They had 2 deficiencies in 2022 for breach of confidential medical information, and a state enforcement action in 2024 for breach of IT system. What were they prioritizing over protecting sensitive patient information? Maybe their CEO’s compensation: more than $400,000 in 2023.

A 2024 class action lawsuit claims Wellspace Health let Google collect and profit from patient data to enhance its marketing. Who does Wellspace care more about – big tech companies or their own patients?

La Maestra Community Health Centers employees filed two lawsuits in 2024 alleging violations of the labor code. The suits include allegations of failure to pay wages for all hours worked, failure to pay overtime wages at the proper rate of pay, failure to compensate for missed meal and rest periods, and failure to provide legally compliant rest periods.

El Proyecto del Barrio was ordered to pay $2.15 million in 2022 to settle allegations that they failed to provide meal and rest breaks, failed to pay for all hours worked, failed to pay overtime, provided inaccurate wage statements, and participated in unfair business practices.

Another class action lawsuit, filed in 2024, was  for alleged widespread California Labor Code and unfair business practice violations. The complaint alleges El Proyecto del Barrio failed to pay all minimum, straight time, and overtime wages; failed to provide or properly record duty-free meal and rest periods; failed to timely pay wages upon termination; issued inaccurate wage statements; and failed to reimburse employees for work-related expenses.

A former employee at Family Health Centers of San Diego is alleging that hundreds of referrals were not made for elderly patients – some of whom were waiting on care for lifesaving cancer treatment. The employee had complained to higher-ups at the clinic, including President and Chief Medical Officer Omar Yousif. Family Health Centers of San Diego responded by firing the employee without any prior disciplinary issues or actions. Is that how they handle whistleblowers?

A former employee at Complete Care Community Health Center (CCCHC) alleges that she was denied proper meal and rest breaks, forced to work off the clock, and ignored when she complained to HR. CCCHC agreed to pay $700,000 in 2024 to settle allegations of Labor Code violations, including failing to pay proper wages and provide rest breaks.