FAQs

You work hard for your wages and should be paid all that you’re entitled to. Depending on the amount and type of your claim, you could file a claim with the Arizona Industrial Commission or the Department of Labor. However, we believe the best way to recover the maximum amount you are entitled to is typically by contacting an attorney and discussing your situation with them. If you like us, we would be happy to discuss your potential claims with you.

Our firm takes most unpaid wage cases on behalf of employees on a contingency fee basis, meaning that there is no out-of-pocket expense for you. In fact, under federal law regarding unpaid overtime and the minimum wage and state law regarding Paid Sick Time and the minimum wage, an employer in violation of the law must pay for your attorneys’ fees if you prevail in your case, including through a settlement.

No. An employee can seek recovery against a former employer who owes you overtime or the minimum wage under federal law for wage violations within two years of filing the lawsuit or three years if the violation is willful. An employee pursuing unpaid wages under Arizona law has to bring a lawsuit within one year. An employee pursuing unpaid sick time under Arizona law has to bring a lawsuit within two years, or three years if the violation was willful.

While no attorney can guarantee a result, we can tell you what the law typically requires. In many instances, an employee who is successful in obtaining unpaid overtime or the minimum wage under federal law may be entitled to liquidated damages, which is double the amount of the unpaid wages owed. An employee in Arizona who is owed back wages under Arizona law may be entitled to treble damages, which is three times the amount owed.

No.

Federal law requires employers to keep accurate records of all the time you worked. If you worked off the clock or your employer’s records are inaccurate, your own estimate of the amount of time you worked during a typical week should be sufficient evidence to support your case.

It is against the law for your employer to retaliate against you for exercising your right to be paid overtime, minimum wage, and Paid Sick Time.