Overtime Employment Law Attorneys | Starzyk & Associates | The Woodlands, Texas

Whether you're an individual needing representation or an employer who wants to stay compliant, we'll help you understand workplace laws pertaining to discrimination, harassment and retaliation.
Are you an employee who feels that your overtime or other wage and hour rights have been violated? If you're seeking redress or compensation for unfair wage payment, we are the firm to talk to.
We represent employees, small businesses and large corporations in issues concerning non-competition agreements, breach of contract, fraud and misappropriation of confidential information.
Call Us: 281.364.7261

Employment Lawyers Handling
Overtime and Other Wage and Hour Law Violations

Claims for unpaid overtime and other wage and hour law violations are among the most prevalent types of employment law claims made in recent years. Starzyk & Associates represents both companies and individuals in administrative (Department of Labor) investigations, lawsuits (both individual and collective/class actions), and as compliance legal counsel in overtime and other wage and hour law matters under the federal Fair Labor Standards Act ("FLSA") and any applicable state wage and hour laws. We have an experienced team of lawyers in this area and have worked on several large collective/class actions under the FLSA. Please see our FAQ tab for greater clarity on many of our most common issues.

Ten Common Myths about the Wage and Hour Laws
  1. Paying a person a "salary" means that they are necessarily exempt from the overtime pay requirements;
  2. Classifying a person as an "independent contractor" means that they are never covered by the federal or state overtime and minimum wage requirements;
  3. Giving a person a "supervisor" or "manager" title, or some sporadic managerial responsibilities, means that they are necessarily exempt from the overtime pay requirements;
  4. Premium pay does not have to be paid for overtime work that was not approved in advance;
  5. A private sector employer may offer "comp time" in lieu of overtime pay;
  6. All sales employees, including inside sales employees and any sales employees who are paid a commission, are necessarily exempt from the overtime pay requirements;
  7. Overtime premiums do not have to be paid on commission or bonus earnings;
  8. All IT or computer-related workers are necessarily exempt from the overtime pay requirements;
  9. Employees do not have to be paid for their "working" lunches; and
  10. Employees do not have to be paid for their initial or "end of day"-related job functions.
Examples of Positions that Commonly Involve Compliance Concerns
  • Administrative Assistants
  • AR/AP Clerks
  • Assistant Managers
  • Cable Installers
  • Call Center Employees
  • Caretakers for the Elderly
  • Claims Processors
  • Drivers
  • Field Service Technicians
  • Inside Sales Persons
  • Inventory Employees
  • IT Technicians
  • Leasing Consultants, Assistants, or Specialists
  • Loan Processors, Consultants, or Officers
  • Persons Classified as Independent Contractors
  • Pharmaceutical Sales Reps
  • Receptionists
  • Retail Store Employees
  • Supervisors
  • Temporary Employees
  • Tipped Employees
  • Unpaid Interns
Examples of Job Duties that Commonly Involve Compliance Concerns
  • "Off-the-Clock" Work
  • Time Spent Pre-Shift Starting or Putting Equipment On
  • Time Spent Post-Shift Turning or Taking Equipment Off
  • Training Time
  • Travel Time
  • Work from Home