Unpaid wages? Blue-collar or hourly workers may be owed back pay. See if you qualify.

Hard work deserves fair pay. Don’t let wage theft slide.

Did you perform unpaid work in an hourly manufacturing, oil and gas, or another blue-collar job? You may be owed back pay and other compensation. Fill out the form on this page to see if you qualify.

Across the country, blue-collar and hourly workers are experiencing wage and hour violations at alarming rates, including:

• Unpaid work for pre-shift and post-shift tasks
• Unpaid overtime
• Misclassification as independent contractors
• Time rounding
• Denied meal or break time
• Failing to reimburse expenses

As a result, workers are losing out on significant compensation, amounting to serious wage theft over time.

If your employer is not paying you for every minute you work, you may be eligible to seek compensation for unpaid wages and more.

Examples of wage theft in blue-collar industries

In today’s industrial landscape, there are several methods employers can use to exploit the workforce without providing proper compensation.

Unpaid overtime: One insidious method involves the normalization of unpaid overtime, where employees are coerced or pressured into working beyond their designated hours without receiving proper pay.

Misclassified employee: Another prevalent tactic involves classifying employees as independent contractors or consultants, allowing employers to sidestep certain legal obligations, such as minimum wage requirements, overtime pay and access to benefits.

Time rounding: This occurs when employers adjust timecards to reflect fewer hours than were actually worked — such as rounding down clock-in times and rounding up clock-outs — effectively reducing total paid time.

Off-the-clock work without pay: Some employers require or allow employees to perform work-related tasks outside of their scheduled shifts without compensation, such as unpaid work performed before and after a shift. This could include completing paperwork, putting on (donning) or taking off (doffing) your uniform, storing safety gear, or communicating with co-workers during unpaid hours.

Denied meal or break time: In jurisdictions that require paid breaks, some companies ignore these rules, pressuring employees to work through meal or rest periods without proper pay.

Failing to reimburse expenses: If workers pay out-of-pocket for job-related travel, supplies or equipment, employers may neglect to reimburse them fully or in a timely manner, effectively transferring business expenses onto the employee.

These practices not only violate the principles of fair labor, but they may also breach state and federal wage and hour laws. If you’ve experienced any of these issues, you may be eligible to join a nationwide class action lawsuit seeking back pay and compensation for unpaid labor.

Join a class action lawsuit for wage theft

When individual workers face wage and hour violations, they may feel powerless to take on large corporations or employers. A class action lawsuit provides a way for workers with similar experiences to join together and seek justice as a group.

By participating in a class action, you may be able to recover:

• Back pay for unpaid wages and unpaid overtime
• Interest on back pay
• Compensation for missed breaks
• Reimbursement for expenses

Additionally, the employer may face legal fees and penalties.

A successful wage theft lawsuit can send a powerful message, holding companies accountable for systemic labor violations and encouraging better treatment for workers across entire industries.

If you and your coworkers have experienced wage theft for off-the-clock work, unpaid overtime or other unfair labor practices, joining a class action lawsuit could be a strong step toward recovering what you’re owed.

Fill out the form on this page to see if you qualify for a free case evaluation.