Wage and Hour Violations: Recovering the Pay You’ve Rightfully Earned

Congruence Law, P.C. Helps Workers Hold Employers Accountable for Unpaid Wages and Overtime

You work hard for every paycheck. When your employer fails to pay you fairly—or illegally withholds wages, overtime, or benefits—they’re not just shortchanging you. They’re violating the law. At Congruence Law, P.C., we help employees recover what they’ve earned and challenge employers who violate wage and hour protections under federal and state law.

From unpaid overtime to misclassification schemes, we hold employers accountable and fight for full financial recovery.

What Are Common Wage and Hour Violations?

Federal and state laws—especially the Fair Labor Standards Act (FLSA)—establish clear rules about how employees must be paid. Violations often include:

➤ Unpaid Overtime

You work more than 40 hours per week but don’t receive time-and-a-half pay. This is one of the most common wage violations, often disguised as "salaried" work or “comp time.”

➤ Minimum Wage Violations

You’re paid less than the legal minimum—especially in jobs involving tips, piece-rate work, or off-the-clock tasks like opening, cleaning, or prep.

➤ Employee Misclassification

Your employer classifies you as “exempt” from overtime or as an “independent contractor” when you should legally be treated as a non-exempt employee.

➤ Off-the-Clock Work

You’re expected to clock out but continue working—answering emails, attending meetings, or finishing reports without pay.

Know Your Rights Under the FLSA

• Most workers must be paid at least the federal or state minimum wage

• Most non-exempt employees must receive overtime (1.5x pay) for hours worked over 40/week

• Employers cannot demand unpaid labor before or after shifts

• You cannot be retaliated against for asserting wage and hour rights

What We Do at Congruence Law, P.C.

We represent employees in all sectors—hospitality, retail, tech, government contracting, and beyond. Our services include:

• Wage audits and classification analysis

• Filing wage complaints with the Department of Labor (DOL)

• Pursuing damages for unpaid wages, liquidated damages, and interest

• Representing workers in individual and collective wage claims

• Challenging retaliation for asserting wage rights

If you’ve been underpaid or misclassified, we’ll help you calculate what you’re owed—and go get it.

Common Employer Tactics (And How We Respond)

• “You’re salaried, so you’re not entitled to overtime.”→ We review your actual duties—not your job title—to determine if you’re properly classified.

• “You agreed to this rate.”→ Minimum wage and overtime laws can’t be waived, even by signed agreements.

• “You’re an independent contractor.”→ We analyze control, supervision, and job structure to challenge misclassification.

Pitfalls to Avoid

• Not Tracking Your Hours. Keep personal records of when you work, including breaks, prep, or off-the-clock tasks.

• Relying on the Job Title Alone. Titles like “manager” or “consultant” do not determine your legal status or pay entitlements.

• Delaying Legal Action. You may only have 2–3 years to file under federal law—less in some states.

Why Choose Congruence Law, P.C.

We understand how intimidating it can be to challenge your employer over wages—but you are protected by law. At Congruence, we fight to recover every dollar you’re owed and to protect your job while doing it.

If you believe you’ve been underpaid or misclassified, contact us now:

employment@congruencelaw.com or at 202-630-8141

You did the work. You deserve the pay. Let’s get it back.