30+ Years
Legal Experience
Our team's unpaid overtime attorneys bring decades of wage and hour litigation expertise.
100,000+
Workers Represented
Wage theft attorneys representing employees across all industries nationwide.
1,800+
Successful Cases
Unpaid overtime attorney cases filed and resolved in federal and state courts.
$100M+
Recovered
Millions in unpaid wages, overtime, and damages recovered for employees.
Your Job Type Determines Your Rights
Employers exploit confusion about job classification to underpay workers. We know every loophole they use, and how to close it.
Hourly Workers
If you work more than 40 hours in a week, federal law requires your employer to pay you 1.5× your regular rate, no exceptions. Missed breaks, off-the-clock tasks, and timesheet manipulation all add up to wages stolen from you.
Learn MoreSalaried Workers
Being on salary does not mean you forfeit overtime pay. Employers routinely label salaried employees as "exempt" to avoid paying overtime but that label is often illegal. You may be owed significant back wages.
Learn MoreDay Rate Workers
Earning a flat daily rate does not exempt you from overtime pay. After 40 hours in a workweek, your employer must still compensate you at 1.5× your regular earnings. Many day-rate employees are owed years of back pay.
Learn MoreIndependent Contractors
Companies misclassify workers as independent contractors to avoid paying overtime and benefits. If your employer controls how and when you work, you may actually be an employee — and owed everything that comes with that status.
Learn MoreTypes of Unpaid Wage Claims We Handle
We handle the full spectrum of wage and hour violations under federal and state law, with particular expertise in:
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Employee Misclassification
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Expense Reimbursement
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Untimely Wage Payment
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Meal and Rest Break Violations
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Employer Tip Theft
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Minimum Wage Violations
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Off-the-clock Work
Common Ways Employers Steal Wages
Misclassification
Employers give workers misleading job titles. For example, calling a warehouse worker a "supervisor" to label them as exempt from overtime. Even if your title sounds managerial, you may still be legally entitled to overtime pay.
Straight Time for Overtime
By law, overtime must be paid at 1.5× your regular hourly rate after 40 hours in a workweek. Some employers illegally pay your standard rate instead, which means you could be losing out on money.
Off-the-Clock Work
If your employer asks you to prep for your shift, attend meetings, clean up, or complete any task before clocking in or after clocking out — that is compensable work time. If you were not paid for it, you may be owed back wages.
Time Shaving
Some employers manipulate or round down employee timesheets before processing payroll. Even shaving a few minutes per shift adds up to significant lost wages over time — and it is illegal. You deserve to be paid for every minute you work.
Unpaid Training & Travel
Mandatory training sessions, work-related travel, and required meetings are all compensable under federal law. If your employer required your attendance but did not pay you for that time, those unpaid hours may be recoverable.
Per Diem Abuse
Per diems are meant to cover travel, meals, and lodging — not to replace wages. Some employers misuse per diems to lower your calculated overtime base rate, reducing what they legally owe you. This is a violation of the FLSA.
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