Has this ever happened to you?
You made the big sale, then your boss fired you to avoid paying you a large sales commission.
You worked overtime, off-the-clock and around the clock, but only got paid "straight-time" wages.
You did the work, but the company closed its doors and you didn't get paid.
You got fired, and the employer won't pay your last paycheck.
You worked on a government job, but didn't get paid "Prevailing Wages."
You got paid by the job instead of by the hour, but after doing the math, earned less than minimum wage.
You signed the contract and did the work, but you later learn that the boss didn't sign the contract, and wants to renege on the agreement.
Your boss insists you be at work 15 minutes early each day, but doesn't pay you for it.
Your boss insists you come to the shop to pick up a car pool of workers, but refuses to pay you travel-time.
Your boss makes you drive a company car or truck from the shop to the work-site, but refuses to pay you travel time.
If any of these has happened to you, then your legal rights were violated.
Under state and federal law, employers are required to pay minimum wages and overtime to any employees who are not exempt under the law. The Federal Act is known as the Fair Labor Standards Act and the Washington State counterpart is codified in RCW 49.46 et seq. Both acts govern which employees are required to be paid minimum wage and overtime, and which employees are exempt. Both acts provide for double-damages if the non-payments are willful and intentional, along with attorneys fees and courts costs being recoverable as well.
Over the past two decades, our firm has recovered thousands of dollars for numerous employees and former employees who were denied their rightful earnings by their employers going back several years each. We pride ourselves on being diligent and unwavering in our determination to recover rightfully earned, but unpaid wages for the workers who earned and deserve them.
If you have been wrongfully denied your proper earnings, DO NOT WAIT!! CALL US NOW!!
The Statute of Limitations on wage and compensation claims is generally three years under state law, and 2 years under federal law. Both can be extended further for willful non-payment, or fraud. However, courts generally do not reach back further than 3 years for wage and compensation claims, so if you have wages that have been owed for more than a year, do not wait any longer. Call or e-mail us now.
You made the big sale, then your boss fired you to avoid paying you a large sales commission.
You worked overtime, off-the-clock and around the clock, but only got paid "straight-time" wages.
You did the work, but the company closed its doors and you didn't get paid.
You got fired, and the employer won't pay your last paycheck.
You worked on a government job, but didn't get paid "Prevailing Wages."
You got paid by the job instead of by the hour, but after doing the math, earned less than minimum wage.
You signed the contract and did the work, but you later learn that the boss didn't sign the contract, and wants to renege on the agreement.
Your boss insists you be at work 15 minutes early each day, but doesn't pay you for it.
Your boss insists you come to the shop to pick up a car pool of workers, but refuses to pay you travel-time.
Your boss makes you drive a company car or truck from the shop to the work-site, but refuses to pay you travel time.
If any of these has happened to you, then your legal rights were violated.
Under state and federal law, employers are required to pay minimum wages and overtime to any employees who are not exempt under the law. The Federal Act is known as the Fair Labor Standards Act and the Washington State counterpart is codified in RCW 49.46 et seq. Both acts govern which employees are required to be paid minimum wage and overtime, and which employees are exempt. Both acts provide for double-damages if the non-payments are willful and intentional, along with attorneys fees and courts costs being recoverable as well.
Over the past two decades, our firm has recovered thousands of dollars for numerous employees and former employees who were denied their rightful earnings by their employers going back several years each. We pride ourselves on being diligent and unwavering in our determination to recover rightfully earned, but unpaid wages for the workers who earned and deserve them.
If you have been wrongfully denied your proper earnings, DO NOT WAIT!! CALL US NOW!!
The Statute of Limitations on wage and compensation claims is generally three years under state law, and 2 years under federal law. Both can be extended further for willful non-payment, or fraud. However, courts generally do not reach back further than 3 years for wage and compensation claims, so if you have wages that have been owed for more than a year, do not wait any longer. Call or e-mail us now.
Case Examples:
One of the first cases I ever handled involved appliance installers who were paid by the installation, but, by the time the travel, delivery, preparation, clean-up, and disposal times were all added up, the installers were making less than minimum wage for their efforts, which was illegal. We recovered the wages owed, double-damages, attorneys fees and costs incurred in pursuing the case against the employer.
Another similar case involved a worker who was required to go to the shop each morning, and return to the shop each afternoon, after traveling to and from the actual work location 30 minutes away. According to the law, the employer was required to pay the employee for the travel time between the employer's place of business and the work site, since it was required by the employer. In that case, we were able to use mileage records to prove that the employer was not paying for the required travel-time, and recovered a settlement which fully compensated the employee for the wages owed, plus interest, along with attorneys fees and costs paid by the employer.
In a third case, we represented a construction worker performing work for government agencies whose employer had bid, and was collecting Prevailing Wages, but failing to pay them to the employee, essentially pocketing the difference. Not surprisingly, that employer settled immediately, for full payment of the wages owed, plus attorney fees.
Another similar case involved a worker who was required to go to the shop each morning, and return to the shop each afternoon, after traveling to and from the actual work location 30 minutes away. According to the law, the employer was required to pay the employee for the travel time between the employer's place of business and the work site, since it was required by the employer. In that case, we were able to use mileage records to prove that the employer was not paying for the required travel-time, and recovered a settlement which fully compensated the employee for the wages owed, plus interest, along with attorneys fees and costs paid by the employer.
In a third case, we represented a construction worker performing work for government agencies whose employer had bid, and was collecting Prevailing Wages, but failing to pay them to the employee, essentially pocketing the difference. Not surprisingly, that employer settled immediately, for full payment of the wages owed, plus attorney fees.