When Texas Employers Cheat Employees Out Of Wages, We Can Help

There are many ways that Texas employers cheat employees out of wages. Sometimes, employees are asked to clock out at the ends of their shifts, and then stay to help work. Other times, there is a more subtle pressure to take work home, working "off the clock" to appear extra productive. Employers may even refuse to pay workers for downtime or travel time in violation of the law.

At Carlile Law Firm, LLP, we represent people whose employers cheated them by refusing to pay what they owed workers. We are dedicated to making our community better by holding employers accountable for their actions. When people come to see us, it's usually because something bad happened in their lives. Many tell us of being unable to support their families despite working as hard as they can. At our Marshall, Texas, law firm, we strive to make it better by guiding them through the legal challenges they face and helping them reclaim what is rightfully theirs.

What to Do If You Think Your Employer Has Cheated You

If you think that your employer has taken any of these actions to avoid paying you the full amount you've earned, it's a good idea to talk with an employee rights lawyer. When you contact the Carlile Law Firm, LLP, your consultation is confidential. We will not tell your employer that you called us unless and until you are ready to take action.

During our consultation, we will talk about your employer's actions and how the law may affect you. Our attorneys have years of experience, so we can counsel you regarding the best strategies to use in order to protect your rights. Learn more by calling us at 903-938-1655. You may also contact our Texas law firm online.

What You Should Know About the FLSA

A federal law called the Fair Labor Standards Act (FLSA) protects workers. The law requires that all hourly workers must be paid overtime wages if they work more than 40 hours in a workweek. The law also says that workers must be paid for all hours worked, including tasks such as preparing equipment at the beginning of the day or closing down after the store is closed.

Each situation is different. We can handle wage and hour claims involving situations such as when employers:

  • Force employees to work off-the-clock before or after a shift
  • Ask employees to perform certain tasks while being clocked-out
  • Deduct pay for a lunch break without providing a full, uninterrupted 30-minute lunch period
  • Misclassify employees as "independent contractors"
  • Misclassify employees as "managers," so that the employees will be salaried and exempt from federal labor protections
  • Carry overtime hours worked over to the next pay period
  • Change the math on timecards and paychecks so that overtime pay does not appear to be earned
  • Fail to pay workers for time spent waiting in between customers (under certain conditions)
  • Fail to pay workers for travel time (under certain conditions)