When Every Paycheck Counts,
Workers Count on Us

Protecting Workers’ Rights for Over 25 Years – Nationwide.


AV® Preeminent Rated by Martindale-Hubbell®
This rating is given to attorneys who are ranked at the highest level of professional excellence for their legal expertise, communication skills, and ethical standards by their peers.
No Fee, If No Recovery

We represent workers across the U.S. on a contingent fee basis. We only get paid if you get paid.

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10 Things You Should Know

1. Common Overtime Violations
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2. You CAN Afford to Hire a Lawyer
  • We handle cases on a contingent fee basis – no fee if no recovery.
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3. Double Back Pay
  • You can recover up to double your unpaid overtime wages plus attorneys’ fees.
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4. Strict Time Limits Apply
  • Federal law limits recovery of back overtime wages to the 2 to 3 year period prior to the date a claim is filed. Some states have longer time limits.
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5. Claim Reviews are Confidential
  • Our review of your potential claim is free and strictly confidential. We will not contact your employer as part of our review.
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6. You Can’t Sign Away Your Right to Overtime Pay
  • Your overtime pay rights can’t be given up by signing a contract or by agreeing to be paid straight time only or a flat day rate.
  • If you are owed overtime pay, overtime pay laws in your state allow you to seek lost wages from your employer, regardless of any prior agreement.
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7. Employers must Comply with State AND Federal Overtime Laws
  • Many states have enacted overtime laws which are more favorable to workers than federal law – such as daily overtime pay. Employers must comply with whichever law is more beneficial to workers.
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8. Do Not Rely on your Boss or HR Department
  • Employers often give inaccurate information about overtime pay laws and aren’t looking out for your best interest. The overtime laws are complex. If you are not paid time and a half after 40 hours, you should contact us for a free, confidential review.
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9. Most Employers are Not in Compliance
  • According to the Department of Labor, up to 70% of employers are NOT in compliance with the overtime laws. If you are not being paid time and a half after 40, you should have your situation reviewed.
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10. Courthouse Doors are Closing
  • Employers are rushing to force employees to sign arbitration agreements that prevent employees from bringing cases as a group or class action.
  • If you’ve signed an arbitration agreement, you can still pursue your overtime claim but it’s important to have your situation reviewed so you can know your options.
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Why Choose Us

When you have an employment law issue, and your job and income are on the line, the first and most important thing you should do is talk to someone who actually knows the labor and employment laws and what is necessary to protect your rights. Typically, this does not include friends, co-workers, HR representatives or your boss. You need to speak with a lawyer, and not just any lawyer, but one that has significant experience handling complex employment law cases on behalf of workers and that has the knowledge, resources and team to take on even the largest companies, in any courthouse in the country.

With over 25 years of experience representing workers nationwide in all types of employment related claims, and recovering millions of dollars for thousands of workers, we are the ones to talk to. We offer a fast, free and completely confidential review of your situation and can help you answer the two key questions everyone has: 1) Do I have a case against my employer? and 2) If I have a valid claim, what is my case worth? If we are able to pursue a claim on your behalf, we work on a contingent fee basis – meaning we don’t get paid, unless we are successful in obtaining a recovery. Our interests are totally aligned with yours.

We will take the time to listen to your story and we understand how stressful and upsetting workplace issues like discrimination, retaliation, wrongful termination and wage theft can be. Not every instance of unfair or inappropriate treatment at work is illegal – the labor laws don’t guarantee fairness or civilized behavior, they merely set a minimum level of protections for certain protected classes of workers based on age, race, sex, religion, national origin or disability, and for the minimum wage and overtime pay requirements for U.S. workers. We will help you understand what the law protects you from, and what it does not.

Attorneys and law firms are not one stop shops and a general practitioner who handles personal injury cases, divorces and real estate matters is unlikely to be a good resource for someone who needs to know what to do if they have been discriminated against at work, wrongfully terminated or cheated out of overtime pay. Just like when selecting a doctor, you would not go to a podiatrist to get treated for lung cancer – the right lawyer and law firm for the specific type of claim you have is a must in order to maximize your chances of a good outcome.

Employment law cases are different than other cases in numerous ways. Most importantly, employment related claims have their own unique deadlines and statutes of limitations that are critical to comply with and are fatal if missed. These deadlines are not commonly known or intuitive, rather they are set by the law and regulations and range from 300 days for filing a charge of discrimination with the EEOC to 45 days for federal government employees to file EEO charges.

It can be difficult to find the right lawyer for your particular employment issue in your town or even state, so do not be afraid to contact firms that are in different cities or states. Particularly now, with almost every aspect of business (including law) being conducted remotely, where your lawyer’s office is located is far less important than making sure you have the right lawyer and law firm(s) working on your case. Because discrimination claims and overtime pay requirements are largely governed by federal law, it is not uncommon for lawyers to represent workers in cases filed in federal courts outside of the city or state in which the lawyers have their primary office. Along with our national network of co-counsel and local counsel, we have been successfully representing employees from coast to coast for decades.


Types of Cases


We help workers in a wide range of employment law matters, including:

Most working people do not understand what workplace rights and protections they either do or do not have – in part because the employment laws can be complex and difficult to understand and apply to a specific individual’s situation, and in part because there is so much “urban legend” and misinformation out there regarding lawsuits against employers. This is why it is not safe to assume that you either do or do not have a valid legal claim against your employer based on what you have heard from friends, family, coworkers or seen on social media or the internet. It is common for potential clients to contact our firm with questions and complaints about one issue such as discrimination or retaliation, only to discover that while their original complaint may not provide the basis for a legal claim, they have another claim that they did not even know about that is far more valuable and feasible to pursue. This scenario frequently occurs with regard to claims involving overtime pay and wage payment regulations.

Case in point: Potential Client “Lilly” (not her real name) contacts our firm because she believes that she has been discriminated against because a relative of her boss who also works in a similar job position is being treated more favorably when it comes to scheduling of days off and mandatory overtime hours. After explaining the “bad news” to her that there is no law against nepotism or mandatory overtime and that the situation she described did not appear to trigger any protected class issues, we informed her of the “good news” that, after reviewing her pay stubs and time sheets, it did appear that she had a very strong claim to recover a significant amount of money for back overtime pay because she had been paid her straight hourly rate for her overtime hours instead of the legally required time and one-half rate. Even better news for her was that she was likely entitled to recover double the amount of her back wages as a result of the liquidated damages provided under federal overtime law.

Committed to Our Clients


Our commitment to our clients begins when they are potential clients - typically contacting us because they “just have a question” about their rights under the labor/employment laws and if the job issues they are experiencing are illegal. We know how stressful and upsetting workplace problems can be, so we start by listening and understanding. Then, we ask the critical questions and often request any available documents that will provide us with the basic information we need to perform a meaningful legal review of the situation. This process is completely confidential and free of charge. This intake process is also the important first stage of our investigation into your potential case.

We are proud of the way we treat not only those potential clients who we end up representing, but also those who we are unfortunately not able to represent. Because we work on a contingent fee basis and only get compensated for our time and investment out of any recovery obtained, we must be very selective in the cases we take – undertaking representation only in those cases where we believe there is high probability of success for our client(s).

If the initial review leads us to believe that there is not a viable legal claim, or that any potential claim would not be feasible for our firm to pursue, we will promptly inform you of this and, in most cases, provide you with relevant information and alternative resources. We do this not because we have to (most firms do not), but because we genuinely want to help workers to learn about and understand the labor laws that directly impact their work environment and compensation. Commitment to increasing awareness of workplace rights, or the lack thereof, is a part of our mission.

If the initial review leads us to believe that you do have one or more viable legal claims, we will typically do a deeper dive as stage two of our investigation. This primarily involves us asking more and very specific questions about the who, what, where, when, why and how of your story, and requesting available documents and/or witnesses that may be able to help prove your claims. It may also include discussions with our select team of co-counsel or local counsel attorneys. You should know that having a team of lawyers and law firms working on your case does not increase the total contingent fee – you get more manpower working on your behalf at no additional cost. This team approach is one of the main reasons we are able to routinely go toe-to-toe with some of the largest employers in the country…and win.

Taking the time at the outset to develop the facts is key to preparing your case for a successful outcome. Once we have completed the initial intake and investigation stages and concluded that your case is likely both legally and financially viable, a retainer agreement will be signed (electronically) that spells out the terms and conditions of representation, including the contingent fee details, with an onboarding letter to follow that provides and outline and overview of the likely process involved in prosecuting your employment law claim through to either a settlement or a trial.

Recent Articles & Posts

Assistant Managers and Overtime Pay – Exempt or Non-Exempt?

Workers with the title of “Assistant Manager” or “Manager in Training” frequently, and rightly, ask if their job duties make them exempt from the overtime pay laws, and thus not entitled to overtime pay. Misclassification of Assistant Managers and management trainees as exempt instead of non-exempt employees has been a long-running issue across almost all

Know Your Worth - We Do


Helping victims of workplace discrimination, retaliation and wage theft enforce their legal rights and recover the compensation and hard-earned wages they are entitled to is our mission/what we do.

When you are being treated unfairly at work and your career and livelihood are potentially on the line, it is an incredibly stressful situation, and we know that. With decades of experience in representing workers in similar situations, we understand your feelings and that you have questions about not only your legal rights and the potential value of any claims you may possess, but also practical questions regarding the process involved in filing and pursuing a claim against your current or former employer and any potential impact that may have in the future. Questions commonly include: How long do employment cases typically take to settle? What happens after I hire a lawyer? How much does it cost to hire an employment law attorney? Will you send a demand letter first or will a lawsuit be filed immediately? Am I required to go through the EEOC, Department of Labor or some other agency before I can file a lawsuit? Can the company retaliate against me for pursuing my claims for harassment, discrimination and/or unpaid back wages?

These are all legitimate questions and concerns that we are prepared to address, although each employment law case is somewhat unique, and we do not have a crystal ball that allows us to know precisely how each case will progress or turn out.

What we do know from decades of experience is the law, the administrative system (including EEOC and Department of Labor), how cases are evaluated and valued by defendants and how the “game is played” in the very niche area of representing individual workers, or classes of workers, in employment related claims.

While the process of filing and pursuing employment law claims may not be easy or fast, it is vitally important on both a personal and societal level. When employers commit serious violations of the labor and employment laws, the harm that is done to employees cannot and should not be ignored, however, someone must commit to doing something about it. The laws that are intended to protect the rights of employees to be free from discrimination, harassment and unfair wage payment practices do not enforce themselves and mean nothing unless and until the workers who suffer harm take action to protect and enforce their rights. We are here to support and empower these workers and enable them to effectively confront employers who violate the labor laws – making them pay for past violations/wrongs and deterring continuing and future mistreatment of employees. This process not only achieves monetary compensation for workers, but also allows employees to achieve a meaningful degree of justice and closure.