Wage & Overtime Violations

Wage & Overtime Violations Attorneys in Santa Ana

We Fight for Your Right to Fair & Just Compensation

You work hard to earn your wages to support yourself and your family. Day-in and day-out, you put in the hours and effort it takes to make your employer’s business possible. That’s why when you become a victim of a wage and overtime violation, you should react swiftly by seeking legal support for your claim.

Federal and state laws entitle you to a minimum wage and overtime pay when you work beyond a certain number of hours in a day or overall workweek. The Gould Law Firm can help you fight for your right to fair and just compensation if your employer is withholding your wages or has improperly calculated your pay. If you aren’t getting what you deserve, you can recover compensation such as backpay, lost wages, and other damages by working filing a lawsuit with help from our wage and overtime violations attorneys in Santa Ana.

Common Violations of Wage & Overtime Law

Minimum wage law is changing around the country, and a lot of the momentum is coming from a progressive raise in California. As of 2023, California’s minimum wage rose to $15.50 per hour from $15 per hour in 2022.

Whether you earn a minimum wage or something greater, if you are an exempt employee entitled to overtime pay. Such compensation is calculated at a rate of one-and-a-half times your normal rate for each hour worked beyond eight in a day or 40 in a workweek.

Despite these clear laws in place, there are many ways your employer can take advantage of you by withholding your pay or miscalculate your earnings.

Examples of Overtime and Wage Violations

These wage and hour violations can appear as:

  • Failing to pay at least minimum wage
  • Failing to document overtime hours
  • Failing to pay overtime hours at overtime rates
  • Requiring “off the clock” work
  • Misclassifying employees to avoid overtime compensation
  • Failing to compensate workers for company expenses
  • Failing to compensate employees for miles traveled for work
  • Making improper deductions to an employee’s pay
  • Failing to provide a final paycheck
  • Failing to provide pay for unused paid personal time-off or sick leave

We offer a free consultation to all prospective clients. Contact us online or call our number (714) 592-4936 to schedule yours today with our overtime and wage attorney in Santa Ana!


Our Settlements & Verdicts

Our top priority is to devise customized legal strategies that are tailored to the unique legal needs of our clients, no matter how simple or complicated their situations, might be.

  • 1,000,000 Auto Parts Store Violating Labor Laws
  • $325,000 Bottling Company Not Paying Overtime
  • $300,000 County Employee Harassed by Supervisor
  • $110,000 Disability Discrimination Claim
  • $2,000,000 Discrimination by Security Guard Company
  • $120,000 Employee Sexually Harassed by Boss

Independent Contractor Misclassification

Independent contractors are workers that a company may hire on a contractual basis to perform a specific job or duties for a period of time. Because such a worker is working under a contract, they are not full-fledged employees and entitled to overtime compensation. Dishonest employers may try to inappropriately apply the “independent contractor” classification to avoid paying overtime to people who should actually be considered employees.

Recent California law has provided an “ABC Test” to determine whether or not a worker is actually an independent contractor.

The following three criteria outline who is an independent contractor in California:

  • The worker’s performance is not controlled or directed by the hiring entity
  • The work being done is outside of the hiring company’s normal course of business
  • The work being done has the same nature as the worker’s independently established occupation, trade, or business

‘Exempt’ Misclassification

A common way employers try to get away with misclassification is by giving employees titles like “manager,” “director,” or “executive” commonly associated with exempt employees without providing compensation or duties that legally make the position exempt.

In California, exempt employees must make a minimum monthly salary of no less than twice the state’s minimum wage for full-time employment. They must also be allowed to exercise discretion and independent judgment that requires them to evaluate the possibilities of making certain decisions and allowing them to make such decisions.


If you want to know more about how we may be able to support your claim, contact us online and ask how you can reserve a free consultation and meet with one of our attorneys to discuss your situation.

  • Regular Case Updates
    Once we determine the strength of your claim, we will prepare and file your lawsuit. Our team will keep you updated on the progress every step of the way.
  • Direct Access to an Attorney

    Many firms direct you to a law clerk or paralegal for your first consultation. At Gould & Associates, you will always meet and discuss your issues with an attorney.

  • Cases on Merit, Not Size

    Gould & Associates accepts cases of all sizes—from small individual cases to large, complex multi-party class actions. More importantly, we are not afraid to go against large firms.

  • No Upfront Payments Required

    We accept most cases on a contingency basis. That means there is no cost to you in advance to start your case.