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If you’ve worked overtime, off the clock or were classified as an independent contractor you, too, may qualify.
Together with our co-counsel, we've recovered on behalf of thousands of employees nationwide in their pursuit of Justice and Fair Pay.
Contact us to find out if you qualify to file a claim for back wages.
Occasionally, 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.
Some companies employ Day Rate workers who commonly work more than 80 hours per week. However, these workers are not always paid overtime, and receive only a flat day rate. Additionally, companies violate overtime laws by paying workers “straight time” for overtime, meaning that workers only receive their normal hourly rate for the extra overtime hours.
Misclassification as an Independent Contractor is a common and illegal practice in many industries. Employers often misclassify workers as Independent Contractors to avoid paying them full compensation for their work. We've successfully represented thousands of misclassified Independent Contractors.
Many employees have certain tasks that must be performed before they can begin or finish their job. These tasks include driving to the site, security checks, 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.
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. Not only is this practice illegal, but employees may be entitled to recover an amount equal to their unpaid overtime wages for the previous two to three years.
Many employers automatically deduct time for meal or rest breaks even if the employee works through the break. This includes an employee's meal or rest break being partially interrupted to perform work duties. This intentional failure to pay employees is illegal.