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Failure to Pay Overtime Lawyer

 Worked more than 40 hours but did not receive proper overtime pay? The Lacy Employment Law Firm helps employees review unpaid overtime claims, wage records, and employer pay practices. 

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Legal Help for Unpaid Overtime Claims

 Overtime problems are common when employers misclassify workers, ignore extra hours, or pay straight time instead of overtime rates.

If your paycheck does not reflect the hours you actually worked, you may have a wage and hour claim.

Our firm helps employees understand whether they were properly classified, whether their overtime rate was calculated correctly, and what steps may be available to recover unpaid wages.
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Common Overtime Pay Issues We Handle

 Failure to pay overtime can happen in many ways. Some violations are obvious. Others are hidden inside payroll practices, job titles, or timekeeping systems. 

  • Unpaid overtime: You worked more than 40 hours in a week but were not paid overtime.
  • Straight-time pay: Your employer paid your normal hourly rate for overtime hours.
  • Misclassification: You were treated as exempt or salaried even though your duties may not qualify.
  • Off-the-clock work: You were required to answer calls, finish tasks, travel, set up, clean up, or work before or after your shift without pay.
  • Incorrect overtime rate: Your employer failed to include certain pay, bonuses, or commissions when calculating overtime.
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Why Employees Choose The Lacy Employment Law Firm

Overtime disputes are not just about missing pay. They are about protecting your time, your work, and your right to be treated fairly. 

  • Employee-side representation. We focus on helping workers, not defending employers.
  • Wage and hour experience. We understand overtime, misclassification, unpaid wages, and related workplace claims.
  • Clear case review. We help you understand what records matter and what your next step may be.
  • Practical guidance. We know these issues can affect your job, income, and peace of mind.
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What Happens When You Contact Us

 You do not need to have every document ready before asking for help. We can start by reviewing what happened and what information may support your claim.

  • Free case review. We listen to your situation and identify the possible wage issues
  • Pay and time review. We look at schedules, pay stubs, time records, job duties, and employer policies.
  • Claim evaluation. We assess whether unpaid overtime, misclassification, or off-the-clock work may be involved.
  • Next steps. We explain your options clearly so you can decide how to move forward.
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Serving Employees With Overtime Pay Claims

Unpaid overtime can affect hourly workers, salaried workers, managers, remote employees, healthcare workers, service workers, drivers, office staff, and many others.

Whether your employer changed your title, asked you to work through breaks, failed to track your hours, or told you overtime was not approved, you deserve to know your rights. The Lacy Employment Law Firm helps employees pursue fair pay when employers fail to follow wage and hour laws.

Contact us today for a free case review.

Frequently Asked Questions

Unpaid overtime may occur when you work more than 40 hours in a workweek and do not receive the proper overtime rate. It can also involve off-the-clock tasks, missed time entries, incorrect pay rates, or unpaid work before or after scheduled shifts.
Yes. Being paid a salary does not automatically mean you are exempt from overtime. Your actual job duties, pay structure, and classification matter. Some salaried employees are wrongly treated as exempt and may still have a claim.
An employer may have internal rules about approval, but that does not always erase the obligation to pay for work that was required or allowed. If the employer knew or should have known you were working, the hours may still matter.
Helpful records may include pay stubs, schedules, timecards, emails, text messages, task logs, calendars, GPS records, call logs, and notes showing when you worked. Even if you do not have everything, a lawyer can help identify what may support your claim.
Employers should not retaliate against employees for raising wage concerns or asserting workplace rights. If you were punished, demoted, threatened, or fired after asking about overtime, that may create a separate legal issue.
Deadlines can vary depending on the law that applies and the facts of your case. It is better to speak with an employment lawyer as soon as possible so important deadlines and records are not missed.
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We take many cases on a contingency basis—so you don’t pay unless we win. Reach out and let’s see what’s possible for your situation.

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