Are You a Victim of Wage Theft?

Unpaid overtime. Off-the-clock work. Misclassified as exempt or independent contractor.
You may be owed compensation—and we can help.

Get a Free Case Evaluation

What Is Wage Theft?

Wage theft occurs when an employer fails to pay workers the full wages and benefits they are legally owed. Violations include:

  • Paying less than the minimum wage
  • Failing to pay overtime for work beyond 40 hours/week
  • Paying a day-rate or flat-rate that is less than minimum wage
  • Requiring “off the clock” work
  • Misclassifying employees as independent contractors to avoid wage and hour rules
  • Deducting illegal fees or withholding tips
  • Not paying final paychecks
Man driving truck
 

Common Wage Theft Scenarios

Situations like these may constitute wage theft:

  • You’re a customer service representative who gets promoted to “team lead,” but your daily tasks stay the same. Now that you’re salaried, your employer has classified you as “exempt from overtime pay,” even though you work over 40 hours a week.
  • You’re a delivery driver who wears a uniform, follows a fixed route, and has no control over how your job is performed – but you’ve been classified as an “independent contractor” and you do not receive at least the minimum wage.
  • You’re a home health worker or personal care aide and you frequently need to interrupt your meal and sleep breaks to take care of your client, yet you are not paid for that work.
  • You’re a retail worker who clocks in and out, but your employer edits your time records to remove minutes or even whole breaks that you actually worked, so your paycheck shows fewer hours.
  • You’re a mental health therapist who is only paid for time spent with a patient and not for paperwork or other work.
Home caregiver helping elderly patient
 

Do You Have a Case?

You may have a claim if you:

  • Work over 40 hours per week and aren’t paid overtime (even if you are paid a salary or day rate)
  • Are forced to work through breaks without getting paid
  • Aren’t paid for work performed outside of your scheduled shift
  • Are classified as “independent contractor” but treated like an employee

Contact Us for a Free Consultation

Should You Bring A Case?

There are many things to consider when deciding whether pursuing a lawsuit is right for you. Here are some common concerns we hear from clients:

I don’t have the money to hire an attorney

  • We don’t charge a worker to bring a case. We advance the court costs and only get paid when we win or settle your case.

I’m afraid that my boss or manager will retaliate against me

  • The law strictly forbids retaliation and the penalties are severe, so most employers will not retaliate. But if it happens – we’re on your side and can seek immediate remedies such as injunctions, retraining orders, and financial penalties. Learn more.

I don’t want my name on a lawsuit that may generate publicity

  • We recognize importance of your privacy and will take steps to minimize publicity, which may also mean another worker may be willing to step forward and help lead the case. Some workers hope that “going public” will pressure employers to do the right thing and change their practices, and maximize the number of workers who may recover their stolen wages. Learn more.

I have signed an arbitration agreement with my employer.

  • Arbitration agreements prevent workers from pursuing class action lawsuits, making it more difficult for them to sue their employers. Our wage hour law firm fights back against this attempt to restrict workers’ rights by filing mass arbitrations on behalf of groups of cheated workers, instead of filing a single class action. Arbitration proceedings are expensive and typically paid for by the employer – so there is a powerful incentive for them to settle rather than pay hourly fees for each individual proceeding. Learn more.

We never pressure anyone to sue and all calls are free and confidential.
Interested in talking further about whether a wage hour lawsuit is in your best interest?
Call us or use the contact form below.

Bank of customer support associates
 

Why Choose Getman, Sweeney, & Dunn?

We help workers get the pay they are legally owned plus additional damages and penalties they deserve.

We regularly sue multinational and Fortune 500 companies, and we’re proud to have recovered over $300 million in pay that was wrongly taken from employees.

  • We only represent workers – never employers
  • We litigate class and collective action wage and hour cases nationwide
  • We don’t charge fees upfront – we get paid by the losing employer when we win or settle your case
  • All calls are confidential
  • We keep In close touch with you throughout the life of the case

Recent Case Highlights

Sitemetric

Getman, Sweeney & Dunn reached a settlement with Sitemetric on behalf of workers who were misclassified as independent contractors, worked more than 40 hours in any week, and were not paid overtime at the rate of time-and-one-half.

DMV Security

This lawsuit alleges that DMV Protection failed to pay security guards overtime in violation of the FLSA and imposed policies in Virginia and Maryland that unlawfully forfeited workers’ time. It further alleges that the company misclassified guards as independent contractors under Virginia law.

Bloomberg, L.P.

Getman, Sweeney, & Dunn reached a settlement with Bloomberg for failure to pay its Global Data employees overtime for all hours worked over 40 in a work week, including work outside the office. The case sought back pay and an equal amount as liquidated damages for all plaintiffs.

Contact a Wage Theft Attorney

You deserve to be paid fairly for your work.
If you think you have a claim against a current or former employer for

Unpaid overtime
Minimum wage violations
Being misclassified as exempt or as an independent contractor

and other workers may be suffering the same violations, we want to hear from you. Consultations are free, and we never charge upfront fees for our work.

Getman, Sweeney & Dunn only handles wage and hour cases. We do not handle wrongful termination, discrimination, or non-wage employment claims. If you are unsure if you have a wage claim, we are happy to help you determine if you do and provide a referral for any non-wage claims.

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