WELCOME
For over a quarter century we have dedicated our efforts to representing clients in their pursuit of justice and fair pay. Together with co-counsel, we advocate for our clients in both state and federal courts nationwide.
Our practice areas include:
Wage & Unfair Pay Claims
401(K) Mismanagement
Whistleblower Cases
Insurance Claims
We have represented thousands of employees and consumers and recovered millions of dollars on their behalf. Defendants who have been the subject of our and our co-counsels’ efforts are among the largest international employers and corporate giants.
We invite you to contact our office today for a FREE CASE EVALUATION by completing the Form on this page. You can also reach us at 1 (800) 223-7455.
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Common Wage Violations
Do any of the Common Wage Violations below sound familiar? Contact our office and find out if you qualify to file a claim before the deadline expires.
Salaried Employees
Sometimes, to avoid paying overtime, employers misclassify workers as Salaried Employees so they can work more than 40 hours without being compensated. If you work more than 40 hours per week, regardless of whether you are called a Salaried Employee or not, you may be eligible for extra overtime wages.
Day Rate Employees
Some companies employ Day Rate workers who commonly work more than 80 hours per week. However, these workers are not always paid overtime, and just receive a flat day rate. Companies also violate overtime pay laws by paying workers “straight time” for overtime, meaning that workers only receive their normal hourly rate for the extra overtime hours.
Off-the-Clock Work
Many employees have certain tasks that must be performed before they can begin or finish their job. These tasks include driving to the site, donning, doffing, and/or cleaning safety equipment or gear. Some companies try to avoid paying wages for this time, claiming that it is “off the clock”; sometimes they even alter the time sheets. Both these practices are illegal.
Hourly Workers with Bonuses
Often, companies knowingly fail to include an hourly worker’s bonus – rig, safety, retention, completion, mud bonus – when calculating the hourly worker’s overtime rate of pay. This is illegal, and employees who have fallen victim to this practice are entitled to recover an amount equal to their unpaid overtime wages for the last two to three years.
Per Diem with Hourly
In order to avoid compensating workers for overtime hours, employers sometimes pay Per Diem or Truck Pay instead of wages. This intentional failure to reimburse employees for overtime is illegal.
Independent Contractors
Misclassification as an Independent Contractor is another common and illegal practice in many industries. Employers often misclassify workers as Independent Contractors to avoid paying them full compensation for their work.