Many employees have wage claims they never knew that they had. They come to our office to talk about discrimination or retaliation and then find out they also have a substantial overtime or break claim.
Don’t presume that you don’t qualify for overtime pay or that you are simply salaried and don’t deserve to receive premium compensation from your extra hours. Being salaried is only of the normal requirements for being exempt from overtime rules, but it’s not the only one. There are many other conditions to being exempt from overtime pay and it’s the employer’s burden to prove all of them.
Wage claims can result in sizable recoveries.
There are many other claims that can be asserted, including commission, bonus, severance, expenses, vacation, and breaks as well.
It is particularly advantageous when you have a variety of claims, not only those based in discrimination or harassment, but also wrongful termination and wages as well, each one standing on its own.