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UNITED STATES DISTRICT COURT SOUTHERN DISTRICT OF INDIANA INDIANAPOLIS DIVISION RITURAJ SINGH PANWAR, and MICHAEL RICHARD BAUTISTA AGUSTIN, on behalf of themselves and and all others similarly situated, Plaintiffs, v. ACCESS THERAPIES, INC., RN STAFF, INC., d/b/a REHABILITY CARE, HARVINDER DHANI, MANUEL GARCIA and RAMON VILLEGAS, Defendants. ) ) ) ) ) ) ) ) ) ) ) ) ) ) ) )

CLASS ACTION Case No: 1:12-CV-00619-TWP-TAB

Jury Trial Demanded

THIRD AMENDED CLASS ACTION COMPLAINT 1. This case involves a forced labor scheme by Defendants Access Therapies, Inc.

(Access Therapies), RN Staff, Inc. (RN Staff), and their executives to economically deprive foreign employees, cause them serious financial harm, and restrict their ability to leave employment via threat of visa loss, promissory note penalty, and/or other serious harms. This conduct is in violation of laws, including the Trafficking Victims Protection Act, 18 U.S.C., 1589-90, 1593, 1595 (TVPA). This conduct is also a violation of the Indiana Statutory Wage Law, Ind. Code 22-2-5-2, and constitutes breach of contract. 2. The named Plaintiffs bring this action on behalf of themselves and a class of H-

1B employees who have been economically deprived, via loss of legally-required wages, loss of money for visa fees workers are wrongfully required to pay, or otherwise, and subject to forced labor and trafficking. On behalf of this class, the named Plaintiffs seek, inter alia, contractual

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and statutory damages for the underpayment or nonpayment of wages and statutory damages for forced labor and trafficking. The Parties 3. Plaintiff Rituraj Singh Panwar is a citizen of India, and currently resides in

Cortland, New York. Mr. Panwar earned a Masters degree in Kinesiology from Southeastern Louisiana University and a second Masters degree in Hospital Management from the University of New Orleans while in the United States on a student visa. 4. Plaintiff Michael Richard Bautista Agustin is a citizen of the Philippines, and Mr. Agustin earned a Bachelors degree in Physical

currently resides in Trinity, Florida.

Therapy from Far Eastern University in Quezon City, Philippines. 5. The above-named Plaintiffs shall be collectively referred to as the named

Plaintiffs or Plaintiffs. 6. Defendant Access Therapies, Inc. (Defendant Access Therapies or Access

Therapies) is an Indiana corporation with its principal place of business at 5980 W. 71st Street, Suite 102, Indianapolis, IN 46278. Access Therapies markets itself as a therapeutic specialist placement service, which engages in the sponsorship of H-1B work visas for qualified physical therapists with residences abroad. Access Therapies is responsible for authorizing various false representations and attestations to federal authorities in connection with H-1B visa applications on behalf of Access Therapies and RN Staffs H-1B workers. Access Therapies has also made false representations to Plaintiffs. 7. Defendant RN Staff, Inc., d/b/a Rehability Care, (Defendant RN Staff or RN

Staff or Rehability Care) is an Indiana corporation with its principal place of business at 14902 Shelborne Rd., Westfield, IN 46074. RN Staff markets itself as a therapeutic specialist

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placement service, which engages in the sponsorship of H-1B work visas for qualified physical therapists with residences abroad. While participating in the association-in-fact enterprise with Access Therapies, RN Staff made various false representations to federal authorities in connection with H-1B visa applications on behalf of its H-1B workers. RN Staff has also made false representations to Mr. Panwar. 8. Defendant Harvinder (a/k/a Happy) Dhani is an Indiana resident and a

representative and/or employee of Defendant Access Therapies and Defendant RN Staff. At all times relevant to this Complaint, Mr. Dhani has been the Chief Operating Office (COO), sole manager, and principal decision-maker for Defendant Access Therapies and Defendant RN Staff. Mr. Dhani is integral to the Defendant Access Therapies and Defendant RN Staffs daily operations. In Defendants words, they rely entirely on the leadership and authority of Mr. Dhani, and he is their only manager. Mr. Dhani and the other Defendants, with respect to visa-, wage- and litigation issues, knowingly made misrepresentations, took actions causing or contributing to underpayment of legally required wages, and mishandled, obstructed, concealed and/or destroyed documentation, information, and/or evidence in furtherance of the forced labor and trafficking described herein. At all times relevant to this Complaint, Mr. Dhani knowingly benefitted financially from his position as COO for companies engaged in the forced labor and trafficking scheme described herein which he knew or should have known violated federal law. 9. Defendant Manuel Garcia is an Indiana resident and a representative and/or

employee of Defendant Access Therapies and Defendant RN Staff. Mr. Garcia is, with respect to Defendant Access Therapies, and on information and belief with respect to Defendant RN Staff, Vice President, a corporate director, and a shareholder with 20% company ownership. Mr. Garcia is actively involved in running Defendant Access Therapies and Defendant RN Staff. Mr.

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Garcia provides Defendant Access Therapies and Defendant RN Staff expertise and personally recruits new employees, including H-1B employees. Mr. Garcia and the other Defendants, with respect to visa-, wage- and litigation issues, knowingly made misrepresentations, took actions causing or contributing to underpayment of legally required wages, and mishandled, obstructed, concealed, and/or destroyed documentation, information and/or evidence in furtherance of the forced labor and trafficking described herein. At all times relevant to this Complaint, Mr. Garcia knowingly benefitted financially from his position as Vice President, director, and significant shareholder of companies engaged in the forced labor and trafficking scheme described herein which he knew or should have known violated federal law. 10. Defendant Ramon Villegas is a representative and/or employee of Defendant

Access Therapies and Defendant RN Staff. Mr. Villegas (a) with respect to visa-, wage- and litigation issues, knowingly made misrepresentations, took actions causing or contributing to underpayment of legally required wages, and mishandled, obstructed, concealed and/or destroyed documentation, information and/or evidence in furtherance of the forced labor and trafficking described herein; and (b) took adverse and retaliatory actions toward Mr. Panwar because he had filed the original Complaint and asserted the allegations and claims therein. At all times relevant to this Complaint, Mr. Villegas knowingly benefitted financially from participation in the forced labor and trafficking scheme described herein which he knew or should have known violated federal law. Jurisdiction, Venue and Interstate Commerce 11. The Court has subject matter jurisdiction pursuant to 18 U.S.C. 1595 (forced

labor and trafficking with respect to forced labor). The Court also has subject matter jurisdiction pursuant to 28 U.S.C. 1331 (federal question) because certain claims in this action arise under

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18 U.S.C. 1589-1595 (forced labor and trafficking with respect to forced labor). This Court also has jurisdiction pursuant to 28 U.S.C. 1332 (diversity jurisdiction), because this action is brought as a class action, diversity of citizenship exists between the parties, and the aggregate amount in controversy exceeds the sum or value of $5,000,000, exclusive of interest and costs. Jurisdiction over Plaintiffs claims under Indiana law are appropriate pursuant to 28 U.S.C. 1367. 12. Venue in the Southern District of Indiana, Indianapolis Division is proper

pursuant to 28 U.S.C. 1391 and 18 U.S.C. 1965(a), in that Defendants (either currently or during the relevant time period of this Complaint) inhabit, transact business, reside, are found, or have an agent in this district; a significant portion of the affected interstate trade and commerce described below has been carried out in this District; and a substantial part of the events giving rise to Plaintiffs claims occurred in this District. 13. Defendants activities were within the flow of and had a proximate, direct,

substantial, and reasonably foreseeable effect on interstate commerce. 14. Relief is sought against Defendants as well as their employees, agents, assistants,

and successors. Factual Allegations H-1B Visa Program Background 15. Under the Immigration and Nationality Act (INA), a United States employer

can petition the federal government to allow a foreign national to work in the United States as an H-1B nonimmigrant worker. An H-1B worker performs services in a specialty occupation - e.g., an occupation that requires a bachelors or higher degree (or its equivalent). Examples of H-1B specialty occupations include physical therapists, computer professionals, engineers,

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management consultants, scientists, researchers, professors, and attorneys. 16. H-1B sponsor employers are required to pay their H-1B employees required wage

rates, e.g. the INA requires the higher of an actual wage rate or a prevailing wage rate, as provided by 20 C.F.R. 655.731(b). The wage requirements are designed to prevent (a)

schemes such as Defendants (e.g., luring foreign employees to sit idly by, unpaid, while Defendants attempt to find third-party client work that will result in the highest profit for the Defendants) and (b) the influx of cheap foreign labor for professional services. 17. In order to receive an H-1B nonimmigrant classification from the federal

government and employ H-1B workers, employers must complete a Labor Condition Application (LCA). An LCA requires an employer to identify an H-1B employees job, geographic location, and specific wage. The LCA also requires the employer to certify that it will pay an H1B employee for non-productive time as defined by law - e.g., periods of time in which an H1B employee is not assigned to a paid client position because the employer has no paid work for him to do or because the employee lacks a license or permit. See 20 C.F.R. 655.731(c)(7). The industry refers to periods of non-productive time as an H- IB employee being benched or put on the bench. Benching is described in a Department of Homeland Security report on H1B fraud: Benching occurs when an employer temporarily decides to place a beneficiary in nonproductive status without pay, or with reduced pay, during periods of no work. It should be noted that even H-1B workers without a current work assignment (i.e., benched) must be paid the prevailing wage. See United States Department of Homeland Security, H-1B Benefit Fraud & Compliance Assessment, p. 8 (Sept. 2008). 18. Defendants failed to pay Plaintiffs for non-productive time wages as required by

the INA. Defendants used the threat of deportation and liability under promissory notes to
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prevent Plaintiffs from voluntarily terminating their employment, seeking alternative employment, and/or objecting to their under- or non-payment, even during periods of benched time. 19. An H-1B visa is valid only as long as an employer who petitioned the government

for an H-1B visa employs the H-1B employee. If the H-1B employer terminates the employee, the employee loses his immigration status. The employee typically has to return to his home country unless another employer receives an H-1B visa for the employee on or about the time the employee is terminated or the employee otherwise obtains another valid immigration status. 20. The H-1B employer may not require the H-1B employee to pay a penalty for

leaving employment prior to any agreed date. This restriction, however, does not preclude the employer from seeking liquidated damages that reasonably estimate the extent of damage that the employees breach of contract would cause. See 20 C.F.R. 655.73 l(c)(10)(i). Federal Government Concerns Regarding H-1B Employment Fraud 21. The Department of Homeland Security conducted a study of the H-1B visa

program, and based on a sampling of H-1B employers, found that some employers were committing fraud by not paying employees (a) prevailing wages in the geographic locations in which employees worked and (b) for benched time. See United States Department of Homeland Security, H-1B Benefit Fraud & Compliance Assessment, p. 8 (Sept. 2008). 22. Following the Department of Homeland Security report, Senator Charles Grassley

expressed concern about "substantial fraud" among H-1B employers: We have seen substantial fraud and program violations by employers who bring in H-1B visa holders and then outsource them to other worksites. Such as the case with the indictment of Vision Systems Group, Inc. earlier this year in my home state. U.S. Immigration and Customs Enforcement alleges that the company did not have jobs available for the H-1B workers they petitioned for, and placed them in non-pay status upon arrival in the United States.

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Sept.

29, 2009 Letter

from

Sen. Grassley to

A. Mayorkas,

available at

http://www.grassley.senate.gov/news/Article.cfm?customel_dataPageID_1502=23410. 23. Senator Grassley also expressed concern that H-1B fraud must be prosecuted and

that [e]mployers need to be held accountable so that foreign workers are not flooding the market, depressing wages, and taking jobs from qualified Americans[.] See Sept. 29, 2009 Press Release, Grassley Works to Ensure Accountability in H-1B Visa Program, available at http://www.grassley.senate.gov/news/Article.cfm?customel_dataPageID_1502=23410. Defendants Forced Labor and Under-Payment Scheme 24. Consistent with the concerns of Senator Grassley and the Department of

Homeland Security, Defendants have engaged in a scheme to defraud H-1B employees. Defendants fraudulent scheme functions as follows: 25. Access Therapies actively recruits potential H-1B employees abroad, primarily in

India and the Philippines, as well as domestically, by targeting foreign-born workers, e.g. students who are in the United States on student visas and are nearing graduation (as well as other potential employees). Access Therapies promises these potential employees that it will pay them a specific wage and sponsor their H-1B visa application. As detailed herein, Defendants make false wage promises. If the recruit agrees to work for Access Therapies, Access Therapies then sends the employee a multi-year employment agreement that, among other things, specifies a wage/salary and position. 26. The employment contract that Access Therapies sends to some potential

employees it recruits is a contract between the employee and Rehability Care, not Access Therapies. Access Therapies informs those potential employees that Access Therapies functions as Rehability Care. In reality, RN Staff - not Access Therapies - functions as Rehability Care.

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Access Therapies and RN Staff share several of the same officers and are organized, upon information and belief, specifically to further their fraudulent scheme. For example, according to records from the Indiana Secretary of States office, Mr. Prithvi Dhani (Harvinder Dhanis brother) is President of both Access Therapies and RN Staff. Similarly, Manuel Garcia helped found RN Staff (he is listed as an incorporator of the organization) and is also an Access Therapies Vice President. The separation of organizations served to Defendants advantage when the Department of Labor (DOL) initiated an H-1B wage investigation against Access Therapies as a respondent, with RN Staff not being a respondent despite employing many H-1B workers under common ownership, management and operations. 27. The employment contracts of Access Therapies and RN Staff Inc., d/b/a

Rehability Care include a Promissory Note in which an employee agrees to pay Rehability Care or Access Therapies a large sum (e.g. $20,000) if the employee fails to complete the multi-year employment term. Manuel Garcia, Vice President of Access Therapies, is often designated as the witness for the Promissory Note. This Promissory Note helps ensure that H-1B employees remain employed with Defendants - even if underpaid - for fear of paying a large penalty for failing to complete the agreed-upon employment term. 28. After recruiting potential H-1B employees and securing employment

commitments from these individuals, Access Therapies then uses RN Staff to perform legwork necessary to employ some of the individuals. For example, RN Staff files the necessary H-1B visa LCAs with the DOL and the U.S. Citizenship and Immigration Services (USCIS) on behalf of some employees that Access Therapies recruits. In these LCAs, RN Staff certifies (under penalty of perjury) that the employee for whom an application is filed will be paid a specified wage, including payments to be made during project time and non-productive time.

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This LCA is then submitted with the H-1B petition that is filed with USCIS for approval. Once USCIS approves the H-1B petition, (or upon receipt of the petition by USCIS in certain circumstances if the employee is in H-1B status already), the H-1B employee for whom the LCA was filed can legally work for RN Staff. 29. H-1B employees who accept positions with Defendants often face a stark reality:

Defendants will not pay employees for non-productive time. Thus, unless a paid healthcare staffing project is found that Defendants deem suitable, employees are not paid. As a result, many employees begin (or continue) working for Defendants only to discover that they have to wait months, unpaid, until Defendants place them with a client. During this non-productive time, H-1B workers perform duties on behalf of Defendants, such as attending orientation, engaging in training, and finding clients (e.g. searching for and applying, communicating and interviewing with third party clients, etc.). Defendants are able to force these H-1B employees to remain in positions during unpaid benched periods through threats of deportation. 30. In addition to non-payment for benched time, H-1B employees are also subject to

underpayment of contractually required wages for productive time. Defendants frequently pay H-1B employees less than the wages guaranteed in their employment agreements. Because of the threat of deportation and liability under promissory notes, however, Defendants prevent these H-1B employees from voluntarily terminating their employment and/or objecting to their underpayment. 31. Plaintiffs experiences are representative of Defendants fraudulent scheme. Plaintiff Rituraj Panwar 32. As Mr. Panwar was nearing graduation from the University of New Orleans in

2010, which would result in the expiration of his student visa, Mr. Panwar began exploring

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work opportunities in the United States. Mr. Panwar submitted his resume to Access Therapies and he received a follow-up phone call from Ramon Villegas, a recruiter for Access Therapies, in April of 2010. During that initial conversation, Mr. Villegas informed Mr. Panwar that Access Therapies was interested in hiring Mr. Panwar as a Physical Therapist and would sponsor his H-1B visa. Mr. Villegas explained that once Mr. Panwar s H-1B visa was

approved, he would quickly be assigned to one of Access Therapies many therapeutic openings in the New York area. 33. Access Therapies sent an interstate e-mail to Mr. Panwar attaching an

Employment Agreement between Mr. Panwar and Reliability Care. In this interstate e-mail, Access Therapies falsely asserted that it did business as Rehability Care, the signatory of the agreement. Mr. Villegas then reiterated this false assertion in an interstate phone call, again explaining to Mr. Panwar that Access Therapies did business as Rehability Care. Manuel Garcia, the Vice President of Access Therapies, signed the agreement on behalf of Rehability Care. The Employment Agreement provided that Rehability Care would employ Mr. Panwar as a Physical Therapist for a period of two years at a weekly net pay of $800 - $1,000. See Exhibit 1, (Dkt. No. 1-1), incorporated here by reference. The Employment Agreement also provided that

Reliability Care would provide housing for Mr. Panwar for the first three months of his employment, for up to $600 per month. 34. Under the terms of the Employment Agreement, Rehability Care promised to

sponsor Mr. Panwar for his H-1B visa and complete the necessary paperwork on his behalf. Mr. Panwar signed this Employment Agreement on June 10, 2010 and sent the agreement to Access Therapies via an interstate e-mail. 35. After Mr. Panwar signed the Employment Agreement with Rehability Care, Mr.

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Villegas from Access Therapies placed an interstate phone call to Mr. Panwar and demanded that he pay $1,500 for the filing of his H-1B petition, explaining that it was the employees responsibility to cover his or her visa fees. This was a false and fraudulent representation. Mr. Panwar responded that he could only afford to pay $750 and Access Therapies agreed that Mr. Panwar would only have to pay this amount. Upon information and belief, either Access Therapies or RN Staff paid the remaining portion of the visa filing fee, as an employer is required to do per DOL regulation. 36. Defendants created at least two Promissory Note documents for Mr. Panwar. One

Promissory Note (Bates 02348-02349) listed Access Therapies as the employer/party, was dated April 21, 2010, and provided for a penalty of $20,000 at a 10.00% interest rate if Mr. Panwar failed to finish the contract that he signed with Access Therapies 2 years (4160 of hours). Another Promissory Note (Bates 00030-00031) listed Rehability Care as the employer/party, was dated June 7, 2010, and provided for a penalty of $20,000 at a 10.00% interest rate if Mr. Panwar failed to finish the contract that he signed with Rehability Care 2 years (4160 of hours). Mr. Panwar signed the Rehability Care Promissory Note on June 10, 2010. 37. On July 8, 2010, RN Staff sent USCIS an LCA to secure an H-1B visa for Mr.

Panwar. Upon information and belief, RN Staffs LCA was sent via interstate mail or wires. As with all Defendants LCAs, the LCA form RN Staff completed required RN Staff to certify that the H-1B applicant worker (Mr. Panwar) would be paid a minimum prevailing wage and that he would be paid at least on a monthly basis (if not more frequently). Prior to approving the LCA and granting an H-1 B visa for Mr. Panwar, USCIS issued a Request for Further Evidence ("RFE") requesting additional support for the prevailing wage calculation that RN Staff provided in Mr. Panwars LCA and H-1B application. RN Staff sent to the USCIS via interstate wire

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additional support for its prevailing wage calculation. Upon information and belief, RN Staff represented to the federal government that it would pay Mr. Panwar a prevailing wage of between $66,477 to $94,182 per year. RN Staffs interstate representations to the federal

government about wages it would pay Mr. Panwar were false and fraudulent. 38. Mr. Panwars H-1B visa was approved on April 5, 2011. On April 8, 2011, on

behalf of Access Therapies, Mr. Villegas informed Mr. Panwar via an interstate e-mail that his H-1B visa was approved and encouraged Mr. Panwar to continue studying for the permanent physical therapy license exam, an exam that Access Therapies had encouraged Mr. Panwar to take. See Exhibit 2 (April 8, 2011 E-mail from R. Villegas to R. Panwar) (Dkt. No. 1-2). Mr. Panwar responded to the April 8, 2011 e-mail by requesting an immediate work assignment, but Access Therapies ignored Mr. Panwars request. Further, on an interstate phone call on or around August 18, 2011, Mr. Villegas - on behalf of Access Therapies - explained to Mr. Panwar that Access Therapies was not required to pay him until he attained his physical therapy license. This was a false and fraudulent representation. Pursuant to the Department of Labor s H-1B regulations, Mr. Panwar became legally employed by Rehability Care as of the time that he made himself available for work, which was no later than April 8, 2011. 39. Once his H-1B visa was approved, Mr. Panwar contacted Access Therapies on a

daily basis to inquire about work placement. Mr. Villegas and other representatives from Access Therapies responded to Mr. Panwar via numerous interstate phone calls and e-mails, simply telling him that he should focus on his license exam studies and that he would only be paid once he received his license and was placed with a client. Access Therapies repeatedly informed Mr. Panwar by via interstate wires that he would not receive a paycheck until he was placed in an assignment that satisfied Access Therapies compensation demands. See, e.g., Exhibit 3 (Aug.

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16, 2011 E-mail from R. Villegas to R. Panwar) (Dkt. No. 1-2); Exhibit 4 (Nov. 21, 2011 E-mail from R. Villegas to R. Panwar) (Dkt. No. 1-2). 40. In June 2011, in response to Mr. Panwars daily calls and e-mails inquiring about

the status of his job placement, Mr. Villegas - on behalf of Access Therapies - made an interstate phone call to Mr. Panwar and threatened to revoke his H-1B visa if he kept asking about his placement or his due wages. 41. Despite the initiation of his employment (by both making himself available for

work and studying for the physical therapy license exam), Mr. Panwar did not receive a single paycheck from the Defendants between April 8, 2011 and December 16, 2011. 42. On December 5, 2011, Mr. Panwar obtained work from a third-party client in

New York City and finally began receiving weekly paychecks from Rehability Care beginning on December 16, 2011. For this work, Rehability Care paid Mr. Panwar the equivalent of $21 per hour (before taxes), and Mr. Panwar was assigned approximately 35 hours of work on average per week. This fell far short of legally-required wages, including the net $800 - $1000 per week that Rehability Care was contractually obligated to pay Mr. Panwar under the terms of the Employment Agreement. Plaintiff Michael Agustin 43. In 2009, Access Therapies informed Mr. Agustin that Access Therapies was

interested in hiring him as a Physical Therapist and would sponsor his H-1B visa. Access Therapies informed Mr. Agustin that once his H-1B visa was approved, he would promptly be assigned to work in Florida. 44. On April 14, 2009, Mr. Agustin signed an Employment Agreement with Access

Therapies. Harvinder Dhani signed the Employment Agreement on behalf of Access Therapies,

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and dated his signature November 4, 2009. The Employment Agreement provided that Access Therapies would employ Mr. Agustin as a Physical Therapist for a period of THREE YEARS (6240 hours of work) and pay him compensation of $27 - $35 per hour. See Exhibit 5, incorporated here by reference. 45. Under the terms of the Employment Agreement, Access Therapies promised to

sponsor Mr. Agustin for his H-1B visa and complete the necessary paperwork on his behalf. Mr. Agustin sent his signed Employment Agreement to Access Therapies via an interstate e-mail. 46. On September 29, 2009, Mr. Agustin and Access Therapies representative

Samantha Clapp signed a Promissory Note. The Promissory Note provided for a penalty of $15,000, at a 10.00% interest rate per annum on the unpaid principle balance, if Mr. Agustin failed to finish the contract that he signed with Access. 47. Access Therapies sent USCIS multiple LCAs to secure an H-1B visa (and

extensions of the same) for Mr. Agustin. As with all Defendants LCAs, the LCA forms Access Therapies completed required Access Therapies to certify that the H-1B applicant worker (Mr. Agustin) would be paid a minimum required wage. 48. According to an I-797B approval notice, Mr. Agustins H-1B visa was approved

and became valid on October 1, 2009. Mr. Agustin was present in the United States and available to work on that date. 49. Throughout October 2009, Mr. Agustin repeatedly sought and requested project

work assignments, but Access Therapies did not assign him any work. For example, on October 26, 2009, Mr. Agustin emailed Eugene Garcia of Access Therapies. In the email, Mr. Agustin states ...Im already here in Florida and I have already completed all the necessary requirements for to my deployment (SSN, Florida PT License). I arrived in Indiana last September 28, 2009

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so hopefully you will be able to assign me as soon as you can. Im already running out of funds and Im very much ready to start working. Please let me know if an employer wants to interview me, because I bought a magic jack so they can contact me by phone. Eugene Garcia sent an email in response that same day that stated I have several clients in FL looking for PTs however every time I submitted your resume I was turn down they are looking for more experience PT or with U.S experience. Please be patient I am working hard to get you place. Thanks. 50. Mr. Agustin started his first client work project on November 4, 2009. Access

Therapies did not pay Mr. Agustin any wages for the period between October 1, 2009 and November 3, 2009 when he did not have client work. During this time, he had performed duties on Access Therapies behalf (without being paid wages) such as attending orientation at Access Therapies facility, working on formwork and licensure requirements, communicating with Access Therapies representatives and potential clients, etc. 51. Access Therapies failed to pay Mr. Agustin legally-required wages between

October 1, 2009 and November 3, 2009, including the $27 - $35 per hour rate required by his Employment Agreement. 52. Mr. Agustin worked on client projects most of the period 2010 through 2012.

Access Therapies repeatedly failed to pay Mr. Agustin his full legally-required wages for work performed during this period. 53. Mr. Agustin endured another significant period without wages from November

12, 2012 to January 4, 2013, when he did not have a client project. During this period, Mr. Agustin made repeated requests to Access Therapies to alternatively (a) help him find project work (b) pay him required wages while he was available for work but not assigned to a client

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site, and (c) allow him to leave his employment without penalty under the Promissory Note. Access Therapies ignored Mr. Agustins requests for required wages, and did not pay him anything for that period. Access Therapies also maintained its threats to penalize Mr. Agustin via the Promissory Notes penalty ($15,000 plus interest) if he left employment as he was considering. 54. On November 26, 2012, Mr. Agustin emailed Mr. Garcia to request that he be

released from his contract without penalty under the Promissory Note because he had not been assigned to a client site for two weeks. Mr. Garcia responded by email on November 26, 2012, copying Mr. Villegas, and denied Mr. Agustins request to be released from his contract without penalty. Later that day, Mr. Agustin sent another email asking if the penalty amount could be prorated, since I only have 9 weeks or 356 hours left in my contract. Mr. Garcia responded Michael, I dont think our contract was set up for prorated penalty. Whatever the penalty in the contract is what it is. 55. On November 27, 2012, Mr. Agustin responded by email and explained that he

would not be able to afford the $15,000 Promissory Note penalty, and was eager to work but had not been assigned to a client or paid for several weeks. Access Therapies never responded to this email. 56. Mr. Agustins next client project lasted only two days and was not full time. He

worked on that project on January 8, 2013 and January 10, 2013. Access Therapies paid Mr. Agustin $18 an hour for this work which was less than his legally-required wage. He then went without wages until his next project. 57. Mr. Agustin was able to obtain one additional client project from January 21,

2013 through March 22, 2013. Mr. Agustin resigned at the completion of that project. As of

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March 22, 2013, he had completed his full contract term with Access Therapies and was no longer subject to the Promissory Note penalty. Defendants High Numbers of H-1B Workers 58. According to the Foreign Labor Certification Data Center Online Wage Library1,

Access Therapies filed over 200 H-1B LCAs in fiscal year 2012, and over 100 H-1B LCAs in fiscal year 2013. RN Staff filed over 100 H-1B LCAs in both fiscal years 2012 and 2013. Having worked with such a high number of H-1B workers and routinely filing their LCAs, both Access Therapies and RN Staff were aware of H-1B wage requirements, including the laws requiring payment of the actual wage or prevailing wage (whichever is higher) on at least a monthly basis and the requirement that these wages be paid during nonproductive periods. In violation of H-1B wage requirements, the venture of Access Therapies and RN Staff has refused to pay Mr. Panwar during the nonproductive work period that spanned several months since the initiation of his employment, and further underpaid him at less than the required wage for his period of client work. Defendants Retaliation Against Mr. Panwar 59. Mr. Panwar filed his original Complaint in this case on May 8, 2012. Defendants

were served with the Complaint and summons on May 9, 2012. 60. The same day that Defendants were served with Mr. Panwars original Complaint,

Mr. Ramon Villegas, acting as a representative and/or employee of Defendant Access Therapies and Defendant RN Staff, Inc., d/b/a Rehability Care, left Mr. Panwar voice messages threatening to terminate his employment and revoke his visa because he had made a very wrong move in filing his legal complaint. In the message, Mr. Villegas stated Hi Raj, this is Ramon Villegas of
1

The Foreign Labor Certification Data Center is developed and maintained by the State of Utah under contract with the US Department of Labor, Office of Foreign Labor Certification.
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Access Therapies... Theyre asking me to give you a call and let you know if you do not give us a call back in the office, well be forced to cancel your visa effective tomorrow... I hope you understand that we did our part to help you. And going this route, its a very wrong move on your part... Please dont do this. Give me a call back in the office... Later on May 9, 2012, Mr. Panwars legal counsel contacted Mr. Villegas, and informed him that job or visa termination by Defendants would be retaliation against Mr. Panwar and could have significant legal implications. Later that day, Mr. Villegas left Mr. Panwar another voice message, in which Mr. Villegas stated Hey Raj, this is Ramon. I was hoping you could talk before lawyers get into the picture. I dont understand whats going on right now, and these thoughts in your head... This is your last opportunity to talk to us outside, you know, of any legal issues as with regards to lawyers, immigration. ... Hope to hear from you before midnight tonight... And I don t want a lawyer calling me again. Thank you. Bye bye. 61. The next day, May 10, 2012 at 4:33pm, Mr. Villegas notified Mr. Panwar via an

interstate e-mail that Effective today, May 10, your employment with the company has been terminated. Mr. Villegas signed this email on behalf of Rehability Care. Class Action Allegations 62. Plaintiffs bring this action, pursuant to Fed. R. Civ. P. 23, on behalf of a class of:

H-1B visa holders, who worked for Defendants under potential penalty of promissory note penalty or potential loss of their immigration status and/or suffered financial loss relating to Defendants failures to pay required wages and/or visa fees from six years prior to the date of the filing of the Complaint through the present, and continuing until the Defendants unlawful conduct ceases (the Class Period). 63. Excluded from the class are the Court and its officers, employees and relatives,

Defendants and their parents, subsidiaries, and affiliates, and government entities. 64. Members of the class are so numerous and geographically dispersed that joinder is

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impracticable. Fed. R. Civ. P. 23(a)(1). While the exact number of class members is unknown. to Plaintiffs, it is believed to be in the hundreds. Members of the class are readily identifiable from information and records in possession of the Defendants. Access Therapies and RN Staff are required by law to maintain copies of its H-1B workers LCAs (which indicate identifying information about the H-1B workers, and attestations about work and wages as referenced above), and their payroll records (which indicate payment of wages and lack thereof). 65. Questions of law and fact common to members of the class predominate over

questions, if any, that may affect only individual class members because Defendants have acted on grounds generally applicable to the class. Fed. R. Civ. P. 23(a)(2). Such generally applicable conduct is inherent in Defendants wrongful conduct. Common questions of law or fact include, but are not limited to: a. Whether Defendants engaged, and/or conspired to engage, in a scheme to defraud Defendants H-1B employees by underpaying required wages and making the employees pay visa fees that Defendants should have paid; b. Whether Defendants obtained labor of class members by abuse of H-1B law or legal process, by threatened abuse of law or legal process, by serious harm and by threats of serious harm, and thereby violated 18 U.S.C. 1589, 1590; c. Whether Defendants conduct and failure to pay Plaintiffs their full required wages constitutes a breach of contract or statutory wage violation under Indiana law; d. Whether Plaintiffs and other class members have sustained or continue to sustain damages as a result of Defendants wrongful conduct, and, if so, the proper measure and appropriate formula to be applied in determining such damages; e. Whether Plaintiffs and the other class members are entitled to an award of compensatory, statutory, and/or
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punitive damages, and/or restitution and, if so, in what amount; and f. Whether Plaintiffs and the other class members are entitled to injunctive or other equitable relief. 66. Plaintiffs claims are typical of the claims of the members of the class. Fed. R.

Civ. P. 23(a)(3). Plaintiffs and all members of the class were similarly damaged by Defendants conduct. 67. Plaintiffs will fairly and adequately protect the interests of other class members

because they have no interest that is antagonistic to or which conflicts with those of any other class member, and Plaintiffs are committed to the vigorous prosecution of this action and have retained competent counsel experienced in litigation of this nature to represent them and other members of the class. Fed. R. Civ. P. 23(a)(4). 68. The prosecution of separate actions by individual members of the class would

create the risk of inconsistent or varying adjudications with respect to individual members of the class, which could establish incompatible standards of conduct for Defendants. Fed. R. Civ. P. 23(b)(1)(A). 69. This class action is the superior method for the fair and efficient adjudication of

this controversy. Class treatment will permit a large number of similarly-situated individuals to prosecute their claims in a single forum simultaneously, efficiently and without the unnecessary duplication of evidence, effort, and expense that numerous individual actions would produce. The damages sustained by individual class members, although substantial, do not rise to the level where they would have a significant interest in controlling the prosecution of separate actions against these well-financed Defendants. Fed. R. Civ. P. 23(b)(1)(B). 70. This case will be eminently manageable as a class action. Plaintiffs know of no

difficulty to be encountered in the maintenance of this action that would preclude its
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maintenance as a class action. Fed. R. Civ. P. 23(b)(3). CAUSES OF ACTION COUNT I - VIOLATIONS OF 18 U.S.C. 1589-1590, 1593, 1595 (FORCED LABOR AND TRAFFICKING WITH RESPECT TO FORCED LABOR) (against all Defendants) 71. herein. 72. Defendants violated 18 U.S.C. 1589(a) by knowingly obtaining and providing Plaintiffs incorporate the paragraphs above by reference as if fully set forth

the labor and services of Plaintiffs and class members by, among other things, means of the abuse or threatened abuse of law or legal process and means of serious harm or threats of serious harm. 73. Defendants violated 18 U.S.C. 1589(b) by knowingly benefiting, financially or

by receiving anything of value, from participation in a venture which has engaged in the providing or obtaining of labor or services by any of the means described in 18 U.S.C. 1589(a), knowing or in reckless disregard of the fact that the venture has engaged in the providing or obtaining of labor or services by any of such means. 74. Defendants violated 18 U.S.C. 1590 by knowingly recruiting, providing, or

obtaining any person for labor or services in violation of 18 U.S.C. 1589. COUNT II - VIOLATIONS OF INDIANA STATUTORY WAGE LAW (against all Defendants) 75. herein. 76. Defendants failure to pay Plaintiffs and other class members their full wages Plaintiffs incorporate the paragraphs above by reference as if fully set forth

violated Indiana statutory wage law, including but not limited to Ind. Code 22-2-5-2. 77. Plaintiffs and other class members suffered from lost wages, bonuses, and
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benefits, and incurred other incidental and consequential damages and expenses as a result of Defendants acts. COUNT III - BREACH OF CONTRACT UNDER INDIANA COMMON LAW (against Defendant Access Therapies, Inc. and Defendant RN Staff, Inc.) 78. herein. 79. Defendants failure to pay Plaintiffs and other class members their full wages as Plaintiffs incorporate the paragraphs above by reference as if fully set forth

promised in and required by their contract was in breach of contract under Indiana common law. 80. Plaintiffs and other class members suffered from lost wages, bonuses, and

benefits, and incurred other incidental and consequential damages and expenses as a result of Defendants acts. JURY TRIAL DEMAND 81. Pursuant to Fed. R. Civ. P. 38(b), Plaintiffs, on their own behalves and on behalf

of the class, demand a trial by jury of all claims asserted in this Third Amended Complaint so triable. PRAYER FOR RELIEF WHEREFORE, Plaintiffs request entry of judgment against Defendants, jointly and severally: a. Certifying that this action may be maintained as a class action under Rule

23(b)(2) and (b)(3) of the Federal Rules of Civil Procedure, appointing Plaintiffs as class representatives and their counsel as lead class counsel; b. Directing that reasonable notice of this action, as provided by Rule 23(c)(2) of the

Federal Rules of Civil Procedure be given to members of the Class; c. Awarding Plaintiffs and the Class their full monetary damages to be proven at
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trial; d. Awarding Plaintiffs and the Class their unpaid wages, as well as liquidated

damages, interest, and all civil remedies available under Indiana statutory law and common law; e. Awarding all civil remedies under 18 U.S.C. 1593 (mandatory restitution) to be

paid to Plaintiffs and the Class in addition to any other civil penalties authorized by law; f. g. damages; h. Awarding Plaintiffs and the Class the costs of this action and reasonable Awarding punitive damages; Awarding Plaintiffs and the Class pre-and post-judgment interest on their

attorneys fees pursuant to 18 U.S.C. 1595, 1964, and Indiana statutory law and common law; i. practices; j. Awarding all other legal or equitable relief as appropriate to effectuate the Enjoining Defendants from continuing or resuming their unlawful and fraudulent

purposes of the Indiana wage statutes as referenced above; and k. Awarding Plaintiffs and the Class such other and further relief as the Court deems

just and proper. Respectfully submitted,

/ s / Michael F. Brown Michael F. Brown PETERSON, BERK, & CROSS, S.C. 200 E. College Ave. Appleton, WI 54912 920-831-0300 920-831-0165 (fax) [email protected]

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Daniel A. Kotchen Daniel L. Low Robert Klinck KOTCHEN & LOW LLP 1745 Kalorama Road NW Suite 101 Washington, DC 20009 (202) 471-1995 (202) 280-1128 (fax) [email protected] [email protected] Vonda K. Vandaveer V.K. Vandaveer, P.L.L.C. P.O. Box 27317 Washington, DC 20038-7317 202-340-1215 202-521-0599 (fax) [email protected] Andrew P. Wirick HUME SMITH GEDDES GREEN & SIMMONS, LLP Attorney No. 11362-49 54 Monument Circle, 4th Floor Indianapolis, Indiana 46204 Telephone: (317) 632-4402 Facsimile: (317) 632-5595 [email protected]

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