Have you performed work for a past or current employer before your regular work shift began or after it ended and that the employer did not pay you for that work?

 

If you arrived at work before your regular work shift began or stayed at work after your regular work shift ended and performed work for your employer (such as operating, servicing, or maintaining workplace equipment, preparing for or cleaning up after work activities, or dealing with job-related telephone calls, emails, or letters), you are entitled to be paid for that work.  You are also entitled to be paid for job-related work that you performed at home.  If you were underpaid, you may be entitled to back pay, liquidated damages and attorney fees.

 

The wage rules apply to both your past and current employers.  And the rules apply even if your employment was terminated, if you resigned, if you were paid “off the books,” or if you were an undocumented worker.

 

PLEASE:  Do not assume or jump to the conclusion that you are not owed any wages.  This is a legal decision that must be determined by a labor and employment lawyer.  This is why we offer a free, confidential consultation.  In many cases, employees do not know that they are being paid less than they are owed.  You might be surprised to discover that a past or current employer owes you significant wages and damages for not paying you what you were owed.  In addition, the law says your employer cannot retaliate against you for asserting your right to wages that you should have been paid.

 

URGENT:  The calendar works against you.  The law limits how far back in time your claims may go.  This means that each day you wait could result in your losing wages that are owed to you simply because you waited too long to file your claim.

 

Do any of the examples below sound like your situation with a past or current employer?  If so, contact us now for a free, confidential consultation by clicking here or by calling us toll free at 1-844-WAGE4ME (1-844-924-3463).

 

 A past or current employer told you not to sign in or punch the time clock even when you were already working.

 

 A past or current employer told you not to sign in or punch the time clock until there was work for you to do.

 

 A past or current employer did not pay you for the time you worked getting the store or office ready to open or for closing and clean up activities after the store or office doors closed.

 

 A past or current employer did not pay you for your pre-shift activities such as reviewing work you were assigned to do that day.

 

 A past or current employer did not pay you for time you spent at work loading tools and receiving instructions, and traveling to a work site.

 

 A past or current employer did not pay you for time you spent traveling back to the original location with your tools.

 

 A past or current employer did not pay you for time you spent finishing your work at home after completing your regular workday at the shop or office.

 

 A past or current employer did not pay you for time you spent answering work-related telephone calls, text messages, emails, or letters after hours, on your own time.

 

 A past or current employer did not pay you for time you spent working through your meal break, or time when you were available on-call during meal and/or rest breaks, or before your regular work shift began or after it ended.

 

 A past or current employer did not pay you for all the hours you worked.

 

 

Please do not assume that you are not owed any wages.  Contact us for a free, confidential consultation to see if you have a valid legal claim.  Click Here or call us toll free at 1-844-WAGE4ME (1-844-924-3463).

 

 

 

 

Have You Been Underpaid Because You Worked “Off The Clock”?

 

 

If, at any time in the past 6 years, you performed work for an employer before your regular work shift began, or after it ended, and you were not compensated for that work, you may have a wage claim against that employer.  Please answer the following questions and submit them for a free review.

 

1. At any time in the past 6 years, did you perform work for your employer before your regular work shift began, or after it ended, such as:

 

a. operating, servicing or maintaining workplace equipment?

☐ Yes ☐ No

 

b. preparing for, or cleaning up after, work activities (such as organizing merchandise or files)?

☐ Yes ☐ No

 

c. performing job-related work at home?

☐ Yes ☐ No

 

d. making or responding to job-related telephone calls or emails?

☐ Yes ☐ No

 

e. changing into, or out of, required job-related work attire?

☐ Yes ☐ No

 

f. attending job-related meetings, training programs, or lectures?

☐ Yes ☐ No

 

g. other [briefly describe] ___________________________________________________________________

 

2.At any time in the past 6 years, did you perform work during meal periods or rest breaks?

☐ Yes ☐ No

 

3. At any time in the past 6 years, other than your regular travel to and from work, were you required to travel from one location (such as a dispatching center) to receive assignments and then travel to another location to perform your work?

☐ Yes ☐ No

 

4. At any time in the past 6 years, were you “on call” for your employer?

☐ Yes ☐ No

 

5. If you answered “Yes” to any of the questions above, what was your job position at the time?

___________________________________________________________________

 

6. If you answered “Yes” to any of questions 1 through 4 above, did the total time you spent on job-related activities – that is, the time spent performing your regular job, plus the time spent performing work for your employer before or after your regular work shift – total more than 40 hours in any given work week?

☐ Yes ☐ No

 

7. If you answered “Yes” to question 6, were you compensated for the number of hours above 40 (overtime) that you spent on job-related activities?

☐ Yes ☐ No

 

8. If you answered “Yes” to question 7, was your overtime compensation in cash or in compensatory time off?

☐ Cash ☐ Compensatory Time Off

 

9. If you answered “Cash” to question 8, did you receive overtime pay at 1½ times your normal hourly wage?

☐ Yes ☐ No

 

10. If you answered “Compensatory Time Off” to question 8, did you receive overtime compensatory time off at the rate of 1½ hours for every hour of overtime work?

☐ Yes ☐ No

 

 

To submit this form, Click Here