We're never happy to hear about workers being cheated out of their wages. But we're glad you landed here so we can help.
Start by requesting a free consultation. We will meet with you in person or by phone, review your facts and documents, and advise you about your rights and options under state and federal wage laws. We can also let you know whether we may be able to represent you at no cost to you.
"We don't pay overtime," says the company. But if you are covered by state or federal wage laws and working more than 40 hours in a week, overtime pay isn't optional.
Employers who don't pay at least the state or federal minimum wage may be breaking the law. Even "piece rates" or "job rates" have to average out to at least minimum wage.
Your employer may not keep your tips. Tip-pooling regulations have recently changed, so if you had to share tips with untipped employees in the past, contact us today for an evaluation.
In Michigan and many other states, your employer may not deduct anything from your pay without your written authorization. If you see mystery deductions, give us a call.
If you are an hourly employee and you have to work when you aren't clocked in, or you have job duties before clocking in or after clocking out, you may have a claim.
Whether you quit or were fired, the boss has to pay you for the time you worked. Keeping your final check is a common illegal tactic. We can help you fight back and get what you are owed.
The wage laws are written to protect workers from wage theft, but the government can't monitor every workplace for compliance. So federal and (most) state wage laws contain provisions that make it easier for workers to enforce the laws when their employers break them.
Under the federal Fair Labor Standards Act (FLSA), you may be entitled to recover twice the amount of unpaid overtime and minimum wages. This is to compensate workers for the injury of not being paid properly and to punish the employer for breaking the law. Most state wage laws have a similar provision that enhances your damages.
Your employer has to pay your attorney fees and expenses of litigation if you win a claim for back wages under the FLSA. Most state wage laws also have fee-shifting and cost-shifting provisions so that you can get the wages you are owed without having to split your recovery with an attorney. This makes it possible to hire a wage-and-hour attorney for no cost even if you have a small case.
Under the FLSA, you and your coworkers who are in the same situation can sue in a collective action. This is very similar to a class action and allows for other victims of wage theft in your workplace to join in your lawsuit to get their back wages. In addition to being more efficient than each of you finding your own attorney and filing your own lawsuit, this can be a powerful way to show your employer you mean business.
Retaliation against you for taking action to get your back pay is illegal. The law is written this way so that you do not have to be afraid to exercise your rights and get the wages you worked for.
If your employer retaliates in any way, we will pursue the matter aggressively.
This website provides general background information on some areas of the law--this information is not legal advice. You should not take legal action based solely on information gleaned from this or any other website. For a free personal consultation and specific legal advice you can act on, contact Marino Law.
This website is attorney advertising material.