Getting paid fairly for your time and labor is a fundamental right under U.S. law. Yet every year, thousands of workers are denied overtime pay, forced to work off the clock, or misclassified to avoid benefits. Whether you’re a full-time employee, hourly worker, or independent contractor, you have the right to fair compensation for every hour you work.

At Lforlaw.com, we help workers across the United States connect with skilled employment attorneys who understand federal and state wage and hour laws. If you’ve been underpaid, overworked, or treated unfairly, we’re here to help you recover the wages you’ve earned.

What Are Wage & Hour Violations?

Wage and hour violations occur when an employer fails to comply with laws governing employee pay, hours, rest breaks, and overtime. These violations are regulated by:

• The Fair Labor Standards Act (FLSA) — the primary federal law governing minimum wage, overtime, and recordkeeping.

• State-specific labor laws — which may offer more generous protections than federal law.

Employers are legally obligated to track your time accurately and pay you according to federal and state wage requirements.

Common Types of Wage & Hour Disputes

1. Unpaid Overtime

Under the FLSA, non-exempt employees must be paid time-and-a-half (1.5x their regular rate) for all hours worked beyond 40 in a workweek. Employers violate the law when they:

• Ask employees to “clock out and finish the job”
• Fail to track time accurately
• Pay straight time instead of overtime
• Deny overtime by misclassifying the employee as exempt

2. Off-the-Clock Work

Employees are entitled to pay for all time worked, including:

• Pre-shift or post-shift tasks
• Donning/doffing safety gear
• Travel between job sites
• Responding to emails or calls after hours

If your employer expects you to work without compensation, you may have a valid claim.

3. Minimum Wage Violations

As of 2024, the federal minimum wage is $7.25/hour, but many states and cities have higher minimums. Employers must comply with the most generous rate. Violations include:

• Paying less than the required minimum
• Withholding wages for uniforms or tools
• Misusing the tipped minimum wage without meeting federal standards (e.g., tip credit violations)

4. Meal and Rest Break Violations

While the FLSA does not require breaks, many states (like California) do. If your employer fails to provide or compensate you for legally required rest or meal breaks, you may be entitled to additional compensation.

5. Misclassification of Employees

Employers sometimes classify workers as independent contractors or exempt employees to avoid paying overtime, taxes, or benefits. However, your job duties—not your job title—determine your legal classification.

Misclassified employees may be entitled to back pay, unpaid overtime, and benefits.

Who Is Covered Under Wage & Hour Laws?

Most employees are covered by the FLSA. However, some exceptions apply:

• Exempt employees (such as executives, professionals, and administrative workers) must meet both salary and duties tests.

• Independent contractors are not entitled to overtime or minimum wage—but many are misclassified.

If you’re unsure of your classification, a lawyer can review your duties and hours to determine your eligibility under federal and state law.

How to Prove a Wage & Hour Violation

To build a strong claim, keep records such as:

• Timesheets or personal logs
• Pay stubs or direct deposit records
• Work schedules or messages assigning tasks
• Witness statements
• Company policies or handbooks

Even if your employer fails to keep proper records, your good-faith estimate of hours worked can support your case.

Legal Remedies and Compensation

If your rights have been violated, you may be entitled to:

• Back pay for unpaid wages or overtime
• Liquidated damages, often equal to the amount of back pay
• Interest on unpaid wages
• Legal fees and costs
• Reinstatement, if retaliation occurred

In class or collective actions, groups of employees may join together to pursue claims against the same employer—often resulting in larger settlements or judgments.

What to Do If You’re Facing Wage Theft

1. Document everything – Keep personal records of your time and pay.
2. Speak to HR or a supervisor – Sometimes errors are administrative.
3. Consult a lawyer – Especially if the issue is ongoing or systemic.
4. File a claim – You may file with the Department of Labor (DOL) or your state’s labor board.

Strict deadlines apply to wage claims—typically 2 to 3 years depending on the nature of the violation and whether it was willful.

Why Legal Help Makes a Difference

Employers often have legal teams trained to deny or minimize wage claims. Working with an employment attorney ensures:

• Your case is filed under the correct laws and jurisdictions
• All documentation and deadlines are handled properly
• You have leverage in negotiations or court proceedings
• Retaliation is addressed or prevented

Many attorneys offer contingency representation—meaning you pay nothing unless you recover money.

Get the Pay You Deserve with Help from Lforlaw.com

At Lforlaw.com, we believe fair pay is a right—not a request. If you’ve been denied wages, overtime, or proper classification, we can connect you with legal professionals ready to fight for your compensation and protect your employment rights.

For personalized legal guidance and assistance with wage and hour disputes, contact us today.