For nearly a quarter century we have dedicated our efforts to representing Workers and Whistleblowers in their pursuit of Justice and Fair Pay. Together with our co-counsel we advocate for our clients in both state and federal courts nationwide. Our firm’s areas of focus include:
RETIREMENT PLAN CLAIMS
Under federal law known as ERISA, employees’ 401(k) or 403(b) retirement plan accounts must be handled with the highest standard of prudence and care. Unfortunately this is not always the case.
Common violations include:
• excessive middleman fees and fees charged to employees instead of employers;
• kickbacks to employers and plan sponsors and lack of diversified choices at the lowest costs.
Together with our co-counsel, we represent thousands of employees in their pursuit of justice. Contact us today to find out whether your retirement account is being mismanaged.
During the last 3 decades, the U.S. government has rewarded whistleblowers over $4 billion under the False Claims Act. Lawsuits involving healthcare, Medicare fraud and defense contractor fraud make up the majority of these whistleblower rewards.
If you suspect fraud against the government contact us today and see if you qualify for a whistleblower reward.
WAGE & UNFAIR PAY CLAIMS
Have you worked in the following jobs or industries at any time during the past 3 years? You may qualify for unpaid back wages.
- Independent Contractor
- Oilfield Worker
- Inventory Specialist
- Call Center Employee
- IT & Computer Employee
- Mortgage Company Employee
- Retail Manager
Claims have deadlines. Contact us today by completing the Form on this page. Or call our office at 1 (800) 467-4000.
Do I qualify?
Complete this form or call our office 24/7 at 1 (800) 467-4000
Common Wage Violations
The following Wage practices violate the law and may result in recovering thousands of dollars in unpaid back wages:
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.
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.
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.