For over a quarter century we have dedicated our efforts to representing employees and consumers in their pursuit of justice and fair pay. Together with co-counsel, we advocate for our clients in both state and federal courts nationwide. Our areas of practice include:


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. Sadly 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 and see if you qualify.


During the last 3 decades, the U.S. government has rewarded whistleblowers over $4 billion under the False Claims Act. Lawsuits involving healthcare and 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.


Your hard work deserves Fair Pay and you may be entitled to recover wrongfully withheld Back Pay. Together with our co-counsel, we have represented thousands of employees in recovering their Back Pay.

If you’ve worked overtime, off the clock or were classified as an independent contractor you, too, may qualify. Contact our office today by completing the Form on this page. You can also reach us at 1 (800) 223-7455.

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Common Wage Violations

Do any of the Common Wage Violations below sound familiar? Contact our office and find out if you qualify to file a claim before the deadline expires.

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.