Rodriguez Law PLC, operating through U.S. Wage Theft Law, helps workers across the country who have been denied the wages they’ve earned. We understand wage theft affects workers in various industries including financial services, manufacturing, healthcare, construction, call centers, delivery services, and more. Our team helps workers who are unsure whether their rights were violated by explaining their rights and helping them pursue the wages they are legally owed.

We help everyday workers across a range of roles and pay structures. Whether you’re an hourly, salaried, tipped, or classified as an independent contractor, we believe you deserve to be paid fairly for all your time spent working hard.

Hourly Workers: Employees who are paid a set hourly rate rather than a fixed salary. Generally non-exempt under the Fair Labor Standards Act (FLSA), meaning they must receive at least the minimum wage for all their hours worked and overtime pay for all hours worked over 40 in a workweek.

Salaried Employee: An employee who is paid a fixed and predetermined amount for each pay period regardless of the number of hours worked. Some salaried workers are still classified as non-exempt under the FLSA, and overtime rights depend on classification.

Tipped Employee: Workers who regularly receive more than $30 per month in tips. Under the FLSA, tipped employees are generally entitled to keep their tips, must be paid the minimum wage through combining cash wages and tips, and are entitled to overtime for hours worked over 40 in one workweek.

Day-Rate Workers: Employees who are paid a fixed flat fee for each day worked regardless of the exact number of hours they worked. Generally non-exempt under the FLSA, meaning they must still receive overtime pay for all hours worked over 40 in a workweek regardless of daily rate, unless they meet requirements for an exempt classification.

Independent Contractors: Self-employed individuals or individuals contracted to perform specific tasks or services for a client, economically dependent on the hiring company. Some workers are improperly classified as independent contractors when they should legally be treated as employees. Under the Fair Labor Standards Act (FLSA) independent contractors are not entitled to minimum wage, overtime, or other employee protections, which is why it is important to properly classify employees.

Common Wage Violations We Handle

We represent workers who have experienced issues such as:

  • Unpaid overtime
  • Off-the-clock work
  • Misclassification
  • Missed meal or rest breaks
  • Pay below the minimum wage
  • Illegal deductions
  • Stolen tips

Not Sure If Your Rights Have Been Violated?

Many workers are unsure whether their employer has violated wage laws. That is why we are here to help. We understand wage theft affects workers of many industries and backgrounds, and our team works to provide clear guidance so you can understand your rights and options for wage claims. If something about your pay or work hours doesn’t feel right, we can review your situation and explain your legal options.

Talk to a Wage Theft Attorney

Your time is valuable, and you deserve to be paid every hour you work. Once we connect and begin working on your case we are committed to getting you all the compensation you may be owed.

You don’t need to know the law before reaching out. Our team is here to listen, explain your rights in clear, straightforward language, and help you move forward.

U.S. Wage Theft Law Firm is committed to helping you recover wages you are legally owed. If something feels unfair about your pay, schedule, or the way your employers treat your time, contact us today to learn about your options.