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Under the federal law known as ERISA, employees’ 401(k) or 403(b) retirement plan accounts must be handled with utmost prudence and care. Unfortunately this is not always the case.

Common violations include:

• excessive middleman fees;
• fees charged to employees when they should be paid by employers;
• kickbacks to employers and plan sponsors; and
• lack of diversified investment choices at the lowest costs.

Together with our co-counsel, we represent thousands of employees in their pursuit of justice. Contact us today and see if you qualify.


Worked in the following jobs or industries at any time during the past 3 years? You may qualify for unpaid back wages.

  • Recruiting
  • Title Business
  • Field Service Engineer
  • Independent Contractor
  • Oilfield Worker
  • Banking
  • Auditor
  • Inventory Specialist
  • Merchandising
  • Call Center Employee
  • IT & Computer Employee
  • Mortgage Company Employee
  • Retail Manager

Claims have deadlines. Contact our office today for a FREE CASE EVALUATION by completing the Form on this page. Please include both your email and phone number so that we can reach you quickly. Or you may call our office at toll free 1 (800) 467-4000.

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Complete this form or call 1 (800) 467-4000 to find out. Include your company or case name.

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Common Wage Violations

The following Wage practices violate the law and may result in recovering thousands of dollars in unpaid back wages:

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.