Stop Wage Theft Lawyers

The Stop Wage Theft Lawyers are a group of some of the most successful wage and hour attorneys in America who have recovered over one-half of a billion dollars ($500,000,000.00) on behalf of collective/class action clients in the last few decades, most of which consisted of overtime back wages and liquidated (or “double”) damages.

Stop Wage Theft Lawyers have served as lead counsel throughout the U.S. from New York to California, and numerous states in between, and have obtained some of the largest judgments and settlements in class/collective action cases seeking overtime wages on behalf of employees in almost every industry.

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Past and Recent Results

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$43 million dollars

Cole v. Long John Silver’s

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$18 million dollars

Belcher v. Shoney’s, Inc.

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$13.84 million dollars

Meadows v. Krystal Company and Brinkley v. Krystal Company

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$13.5 million dollars

Walker v. Ryan’s Family Steak
Houses, Inc.

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$20 million dollars

Chhibber v. Taco Bell Corp.

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$20.2 million dollars

Evans v. Coca-Cola

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Industries We Represent

Some of the representative Stop Wage Theft Lawyers back pay recoveries for employees in various industries include:

Cases Won

Free Confidential Consultation

Your initial consultation with a STOP WAGE THEFT Lawyer is completely free and confidential. We will review your information, answer your questions, and determine if you have a case, all at no cost to you. If you select us to handle your case, you pay us nothing unless we recover money damages for you.

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Every day that passes may reduce the wages you can recover, so don’t wait to get the help you need!

Why Choose Us

We are ready to fight for employees who have been victimized by wage theft and have unparalleled success.

Recovered

Cases Won

Lawsuits

Lawyers

What Are the
Common Violations

TIPPED WAGES VIOLATIONS

Section 3(m) of the Fair Labor Standards Act allows employers to take a tip credit toward their minimum wage obligations for “tipped employees” equal to the…
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“ROLLING” OVERTIME HOURS AND “COMP TIME”

An employer’s overtime obligations are determined and fixed at the conclusion of each workweek – the so-called “workweek standard” – and employers cannot average…
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PAYING “STRAIGHT-TIME” FOR OVERTIME HOURS

The Fair Labor Standards Act requires employers to pay nonexempt employees overtime compensation of at least 1.5 times their regular rate of pay for all hours worked in excess of 40 in a workweek.
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IMPROPER ROUNDING OF HOURS WORKED

Employers are permitted to “round” an employee’s start and stop times so long as the rounding is done fairly, both up and down. 29 C.F.R. §785.48(b).
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WORK FROM HOME

The DOL regulations provide that “work not requested but suffered or permitted is work time.
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TRAVEL TIME

Under the Fair Labor Standards Act, the time employees spend commuting from home to work, or work to home, is not considered worktime.
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“OFF-THE-CLOCK” WORK

One of the most common violations of federal and state wage laws occurs when employees perform work that is unpaid or which isn’t counted toward overtime because it is not captured in the company’s time keeping system.

"SHAVING" HOURS

Another common violation occurs when employers intentionally underreport work time, such as when a supervisor “shaves” employee work hours from the computer system…

BREAK TIME VIOLATIONS

Federal law does not require that employers provide their employees meal or rest breaks, though many state and local laws do.

MISCALCULATING OVERTIME PAY

The overtime pay standard in §7(a) of the Fair Labor Standards Act requires that overtime must be compensated at a rate not less than one and one-half times the regular rate.

MISCLASSIFYING EMPLOYEES AS EXEMPT FROM OVERTIME

Certain categories of employees are “exempt” from overtime pay under the Fair Labor Standards Act, as well as under most state laws.
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DEDUCTIONS FROM SALARIED-EXEMPT EMPLOYEES

The Department of Labor’s regulations related to “white collar” exemptions state that an employee is paid on a “salary basis” if the employee regularly receives each pay period,
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