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Your Employer Owes You. We Collect.
Unpaid overtime, stolen wages, and misclassification are not just unfair — they're illegal. The FLSA gives you the right to recover every dollar owed, plus liquidated damages that double your recovery. We fight for Oklahoma workers on contingency.
The Fair Labor Standards Act Protects You
The FLSA requires employers to pay non-exempt employees at least minimum wage for all hours worked and overtime at 1.5 times their regular rate for hours exceeding 40 in a workweek. When employers violate these rules — through misclassification, off-the-clock work, illegal deductions, or simply refusing to pay — the law provides powerful remedies including liquidated damages that double your recovery and mandatory attorney fee awards.
Key statute: 29 U.S.C. § 216(b) allows employees to file suit individually or as a collective action — and requires employers to pay the plaintiff's attorney's fees when the employee prevails.
Wage Violations We Handle
These are the most common ways Oklahoma employers steal from their workers.
Unpaid Overtime
Working over 40 hours without time-and-a-half. Day-rate schemes, automatic deductions, and off-the-clock work.
Minimum Wage Violations
Earning less than $7.25/hour after accounting for all deductions, tip credits, and required expenses.
Employee Misclassification
Labeled as an independent contractor or 'exempt' manager to avoid overtime obligations.
Off-the-Clock Work
Required to work before clocking in, during unpaid breaks, or after clocking out — all compensable time.
Tip Violations
Illegal tip pools including managers, tip credit abuse, or deductions for breakage and walkouts.
FLSA Collective Actions
When an employer's wage theft is systemic, workers can join together to recover wages as a group.
FLSA Collective Actions: Strength in Numbers
When an employer builds wage theft into its business model — automatically deducting meal breaks that were never taken, classifying entire job categories as "exempt," or requiring off-the-clock work company-wide — individual lawsuits are not the answer. Collective actions under 29 U.S.C. § 216(b) let workers join together to hold the employer accountable for systemic violations.
Collective actions share litigation costs across all participants, create massive settlement pressure through aggregate exposure, and allow common issues to be resolved in a single proceeding. An individual claim for $3,000 in unpaid overtime may not justify the cost of litigation — but 200 workers with the same $3,000 claim represents $600,000 in unpaid wages, plus another $600,000 in liquidated damages.
Shared Costs
Legal expenses distributed across all participants, making the fight feasible for every worker.
Maximum Pressure
Aggregate exposure to liquidated damages and attorney fees forces serious settlement negotiations.
Efficient Resolution
Common issues decided once for everyone, avoiding redundant litigation across dozens of individual cases.
Building Your Wage Claim
Pay stubs showing hours worked and pay rates
Records of actual hours worked (personal logs, time clock records, screenshots)
Employment agreement, offer letter, or job description
Company policies on timekeeping, meal breaks, and overtime
Communications about pay practices (emails, texts, memos)
Names of coworkers experiencing the same violations
Related Insight: FLSA Collective Actions
How workers join forces to recover wages from employers who cheat at scale.
Related Insight: Unpaid Wages in Oklahoma
Your rights under federal and state law when your employer doesn't pay.
Frequently Asked Questions
Under the FLSA, you can recover the full amount of unpaid wages or overtime, plus an equal amount in liquidated damages — effectively doubling your recovery. You can also recover reasonable attorney's fees and costs. The liquidated damages provision means an employer who owes you $10,000 in unpaid overtime may owe you $20,000 total.
FLSA claims must generally be filed within two years of the violation, or three years if the violation was willful. Each unpaid paycheck can be a separate violation, so the statute of limitations runs from each individual pay period. The sooner you act, the more back pay you can recover.
A collective action under 29 U.S.C. § 216(b) allows employees who are 'similarly situated' to join together in a single lawsuit against their employer. Unlike a class action, each worker must affirmatively opt in. Collective actions are powerful when an employer has a company-wide policy that violates wage laws — like automatic meal deductions or blanket misclassification of job titles.
No. The FLSA's anti-retaliation provision, 29 U.S.C. § 215(a)(3), makes it illegal to fire, demote, or punish an employee for filing a wage complaint — even an informal verbal complaint to a supervisor. If your employer retaliates, you have an additional claim with separate damages.
Possibly. Being paid a salary does not automatically make you exempt from overtime. You must also meet specific duties tests for executive, administrative, or professional exemptions. Many salaried workers — particularly assistant managers, team leads, and office staff — are misclassified and are owed overtime for every hour over 40.
We handle most wage claims on contingency — you pay nothing upfront and nothing unless we recover for you. The FLSA includes a fee-shifting provision that requires the employer to pay your attorney's fees if you win, making it economically viable to pursue even moderate claims.
Not Getting Paid What You're Owed?
FLSA deadlines run from each unpaid paycheck. Every day you wait is money you may not recover. Contact us now for a free, confidential evaluation.
No Fee Unless We Win