If You Worked the Hours, You Earned the Pay

Virginia Law Puts Real Teeth Behind Your Paycheck

Shortchanged at Work? The Numbers Are on Your Side.

Wage problems are easy to miss and expensive to ignore. Over time, that quietly goes unpaid, a salary that misclassifies a worker who should earn overtime, tips, or commissions that never arrive, or a final paycheck that comes up short.

Under the Fair Labor Standards Act, most employees earn one and one-half times their regular rate for hours past 40 in a week. Under the Virginia Wage Payment Act, an employee who is not paid can sue for wages, plus liquidated damages, attorneys’ fees, and treble damages for a knowing violation, going back up to 3 years.

We represent employees seeking to recover what they earned, and we counsel employers who want to fix a pay practice before it becomes the subject of a collective action. Either way, the math and the records decide it, and we build the case on both.

Where We Come In

• ✓ Your overtime hours are not showing up in your pay
• ✓ You are salaried but doing work that should earn overtime
• ✓ You are called a contractor but treated like an employee
• ✓ Tips, commissions, or a final paycheck went unpaid
• ✓ You are an employer who needs a pay practice corrected
• ✓ You want your hours calculated and your claim valued

Unpaid Overtime

Hours past 40 that were never paid at the required time-and-a-half rate.

Misclassification

Employees were wrongly labeled as exempt or treated as contractors to dodge overtime.

Withheld Wages

Final paychecks, earned commissions, and tips that never arrived.

Off-the-Clock Work

Time worked before, after, or through breaks that were not recorded.

Minimum Wage Claims

Pay that fell below the wage required by Virginia or federal law.

Employer Compliance

Pay audits and fixes that correct a practice before it becomes a lawsuit.

Consultation

Tell us what happened. We listen, ask the right questions, and find the claims or the exposure in your situation.

Review the Record

We read the contract, the emails, the pay records, and the policies, then tell you plainly where you stand and what your deadlines are.

Assert or Protect

We file the charge, send the demand, negotiate the severance, or build the compliant policy, with a clear plan and your goals at the center.

Resolve or Try It

We push for the strongest resolution available and are fully prepared to take it to the EEOC, to court, or to trial.

“People assume a few unpaid hours are not worth the trouble. Then we do the math. Three years of unpaid overtime, doubled or even tripled under Virginia law, plus attorney’s fees, turns a small-looking shortfall into a serious claim. On the employer side, the same math is a warning: one misclassified role can become a company-wide collective action. My advice is the same to both. Get the records straight and get them looked at early, because in wage cases the documents almost always tell the truth.”

Answers Before You Call