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Wage & Hour Attorney in Orange County

Representing Orange County Workers in Wage & Hour Claims Since 1995

California has some of the strongest worker protections in the country, yet wage violations remain common across Orange County industries. Whether your employer has withheld overtime, required off-the-clock work, or misclassified you to avoid paying what you’re owed, we know how to build these cases and take them to court. The Gould Law Firm has represented workers in both state and federal courts throughout California and is admitted to practice in all Federal District Courts in California.

We serve workers throughout Orange County, including Santa Ana, Irvine, and Tustin. Clients we take on receive a free initial consultation and pay nothing unless their case succeeds.

If your employer isn’t paying you what California law requires, call our wage and hour attorneys in Orange County today at (714) 592-4936. The sooner you reach out, the more of your lost wages we may be able to fight to recover.

Wage & Hour Violations We Handle

We handle the full range of wage and hour claims that Orange County workers bring. These violations take many forms, and employers don’t always make them obvious.

Common claims we pursue include:

Unpaid overtime
Failure to pay minimum wage
Off-the-clock work requirements
Misclassification as an independent contractor or exempt employee
Meal and rest break violations
Improper deductions from pay
Failure to reimburse business expenses and mileage
Failure to issue a final paycheck
Failure to pay out unused paid time off

Misclassification is one of the most damaging violations because it strips workers of overtime eligibility, break protections, and expense reimbursements all at once. California applies an ABC Test to determine whether a worker is truly an independent contractor: the worker must operate free from the hiring entity’s control, perform work outside the company’s usual business, and be engaged in an independently established trade or occupation. A similar burden applies when employers assign titles like “manager” or “director” to avoid overtime. The title alone doesn’t create exempt status; the worker must meet both a salary threshold and a legal duties test.

Wage & Hour Results from Our Case History

When you work with us, you’re working with a firm that has recovered significant amounts for workers in situations like yours. Past results don’t guarantee a similar outcome, but they reflect what we’re willing to take on and how far we’re willing to go.

Selected past recoveries in wage and hour matters:

$1,000,000 against an auto parts store for labor law violations
$700,000 in a California Labor Code class action against a tire manufacturer
$400,000 in an overtime case against a fast food company
$325,000 against a bottling company for unpaid overtime
$275,000 for social workers in wage and hour claims
$188,000 for railroad workers in overtime violations

We accept cases of all sizes, from individual claims to complex multi-party class actions, and we aren’t intimidated by large employers or opposing counsel from large firms. With over 40 years of combined attorney experience, membership in the California Employment Lawyers Association and the American Board of Trial Advocates, and recognition by Super Lawyers, we bring serious credentials to every matter we handle.

One structural difference worth knowing: clients speak directly with an attorney from the first consultation. Calls don’t get routed to a law clerk or paralegal. You meet with someone who can actually evaluate your case, and we keep you informed at every step.

Start Your Claim with a Free Consultation

Wage and hour claims are subject to statutes of limitations under both California law and the federal Fair Labor Standards Act. Waiting to consult an attorney can cost you the ability to recover wages for the full period of violations. The window to act is real.

The Gould Law Firm offers a free initial consultation with no obligation. We work on a contingency basis, which means you pay nothing unless your case results in a recovery. To speak with a wage and hour attorney about your Orange County claim, contact us online or call (714) 592-4936.

California Overtime & Break Law: What Workers Are Entitled To

California’s wage requirements go further than federal law in several important ways. Understanding the rules helps you recognize when your employer isn’t meeting them.

Overtime Thresholds & Double Time

California requires overtime pay at 1.5 times an employee’s regular rate for hours worked beyond eight in a single workday or beyond 40 in a workweek. That’s a daily threshold, not just a weekly one, which is stricter than the federal standard. Double time, meaning two times the regular rate, applies to hours worked beyond 12 in a single workday and to all hours worked beyond eight on the seventh consecutive day of a workweek.

Employees classified as executive, administrative, or professional may be exempt from overtime, but only if they meet both a salary threshold and a duties test. In California, the salary floor is at least twice the state minimum wage for full-time employment. Employers who label someone “exempt” without satisfying both requirements may owe that employee overtime for qualifying hours worked. Certain categories of workers, including some healthcare workers, live-in employees, and union employees under qualifying collective bargaining agreements, operate under different rules.

Meal & Rest Break Requirements

California requires a 30-minute unpaid meal break for any shift longer than five hours. Shifts exceeding 10 hours trigger a second 30-minute meal break. Employers can’t require employees to remain on-call during these breaks, and automatically deducting meal break time when a break wasn’t actually taken is a violation.

Employees are also entitled to a paid 10-minute rest break for every four hours worked, scheduled as close to the middle of each work period as practicable. When an employer fails to provide a required meal or rest break, California law imposes a premium pay penalty: one additional hour of pay at the regular rate for each missed break. These violations are among the most commonly filed wage claims in California, and they can add up quickly across a full employment period.

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Cases We Handle

Know Your Rights. We’re Here to Help.

If your workplace rights were violated, don’t wait. We represent government workers, contractors, union members, and employees at all levels. Contact us today for a confidential consultation.

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What Orange County Workers Should Do After a Wage Violation

If you believe your employer has violated California’s wage and hour laws, the steps you take now affect what you may be able to recover later. Start by gathering and preserving evidence before anything disappears.

Evidence worth collecting includes:

Pay stubs and wage statements
Time records and work schedules
Employment contracts and offer letters
Communications with your employer about pay, hours, or job classification
Notes documenting missed breaks or unreported overtime as they occur

From there, you have options. California employees can file a wage claim with the California Division of Labor Standards Enforcement (DLSE), the state agency that investigates wage disputes, or pursue a private lawsuit. Federal options exist as well: workers in federally covered industries may file a claim with the U.S. Department of Labor’s Wage and Hour Division under the Fair Labor Standards Act. An attorney can advise which path fits your situation, including whether the same violation affecting multiple coworkers might qualify as a class action.

California law also prohibits employer retaliation against workers who assert their wage rights. If you’ve experienced demotion, reduced hours, or termination after raising a pay concern, that conduct may give rise to additional claims.

We help clients navigate every part of this process, from assessing a claim during a free initial consultation to filing with the appropriate agency or court. Contact The Gould Law Firm at (714) 592-4936 to talk through what happened and learn what your options are.

Time Limits & Recoverable Damages in California Wage Claims

How long you have to file a wage claim depends on the type of violation and the legal theory you pursue. Acting promptly preserves the full period of damages; waiting can permanently reduce what you’re able to recover.

Statutes of Limitations

Most California wage claims under the Labor Code carry a three-year statute of limitations from the date of each violation. Claims arising from a written employment contract may have a four-year window. Federal claims under the Fair Labor Standards Act are subject to a two-year limit for non-willful violations and three years when the employer’s violation was willful. Because the statute of limitations runs from each individual violation rather than from the last one, the longer you wait, the more of your wage history falls outside the recoverable window.

California also has the Private Attorneys General Act (PAGA), which allows employees to sue on behalf of themselves and other workers for Labor Code violations. The majority of any PAGA penalties goes to the state, with the remainder distributed among the affected employees.

What You May Be Able to Recover

Recoverable compensation in a wage and hour case may include back wages, unpaid overtime, interest on withheld amounts, and liquidated damages equal to the back wages owed. Civil penalties under the California Labor Code can add to the total. If the employer is found liable, California law may also require them to pay the employee’s attorney fees and litigation costs, which is one reason the contingency fee model works well in these cases: your attorney’s fee is tied to your recovery, not billed against you upfront.

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Our Reviews

Read From Our Satisfied Clients

"I would & do recommend them 100%!"
Gould & Associates are an amazing team! From day one they were professional, honest & extremely knowledgeable! They were fast to respond to any questions or concerns I had!

- Kristi G.
"I cannot thank them enough!"
I want to thank Gould & Associates. There are no words for what they have done for me.

- Lupe B.
"Thank you for your fantastic representation."
I wanted to thank Gould & Associates for their assistance with my claim. They were of great help and were able to resolve the matter so quickly.

- Charlie H.
"I appreciate the valuable advice, promptness, and professionalism Mr. Gould demonstrated and highly recommend his services."
Mr. Gould was one lawyer I found through my search that wanted to help and was not asking for money before telling me about my options. This is a rarity these days!

- Russell B.

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