Wages & Overtime

Tim fights to make sure workers are paid all the compensation they have earned. He represents workers whose employers have not complied with federal or state law governing minimum wage, overtime, FLSA exemptions, misclassification, bonuses, tips, commissions, and other kinds of compensation. In certain cases, called class or collective actions, he represents groups of workers who have experienced the same kind of wage theft by the same employer.

Attorney for Unpaid & Lost Wages in Virginia

Under federal and state law, unless you are covered by an exception to the law, your employer must pay you at least the hourly minimum wage and an overtime premium for the overtime hours you work.

Employers frequently make mistakes that deprive workers from receiving all the compensation they earn. These practices can deny an employee full overtime wages, cause an employee’s pay to fall below the minimum wage, cause an employee to not receive the proper amount of tips, and result in the misclassification of employees as independent contractors.

Here are a few examples of common mistakes employers make, which cause employees to receive less pay than the law requires:

  • Not paying hourly employees overtime wages (1.5 times their regular rate of pay) for all hours worked over 40 in a week; 
  •  Incorrectly assuming that all salaried employees are not entitled to overtime pay, when in fact many salaried employees are entitled to overtime pay;
  • Not paying employees for time they work off the clock (for example, during lunch or before or after regular working hours), when the employer knew or should have known they were working;
  • Shaving time or altering pay records to avoid paying for all hours worked or to reduce overtime pay to employees;
  • Not paying employees for time they spend putting on (“donning”) or taking off (“doffing”) protective gear and equipment necessary to do their jobs;
  • Incorrectly assuming that calling workers “independent contractors,” or having workers sign independent contractor “agreements,” means the workers are not entitled to minimum wages and overtime pay;
  •  Failing to include commissions and bonuses in calculating overtime compensation;
  • Failing to properly calculate overtime pay for employees who are paid on a piecework basis;
  •  Failing to properly calculate overtime pay for employees who are paid day rates or hybrid day rate-plus-salary pay structures;
  • Requiring tipped employees to share part of their tips with managers or supervisors;
  • Requiring tipped employees to share part of their tips with non-tipped employees, like kitchen staff;
  • Failing to pay at least minimum wages for slow weeks in which commissions or tips are not high enough to bring workers’ total pay for the week to at least the minimum wage;
  • Allowing staffing agencies or labor brokers to pay employees in a way that violates minimum wage or overtime laws;
  • And many others.

Potential Types of Wages & Overtime Cases


The law has special requirements and protections for employees whose pay includes tips.


Employers commonly make mistakes about which employees are “exempt” from overtime and minimum wage laws.


Employees should be paid for all the time they work, including during lunch or outside normal hours.


The law generally requires an employer to include all compensation in calculating your overtime rate.


Companies can't misclassify employees as “independent contractors.”


The Equal Pay Act requires employers to pay women the same as men for doing substantially the same work.

Let Tim help you!

Contact Tim today for a consultation.

    Discrimination & HarassmentRetaliation & WhistleblowingWages & OvertimeEmployment ContractsNoncompetes & Restrictive CovenantsSeverance AgreementsEmployee Advice & Counseling

    Attorney Tim Coffield is dedicated to fighting wage theft. If you believe your employer has not paid you everything you earned, contact Tim to review your situation.