Houston Overtime Lawyer

Working with Employees to Get the Money They Deserve

Bailey Cowan Heckaman PLLC’s employment and overtime claims practice has one goal and one goal only—to get workers the money they are entitled to for the work they have done. Do you believe your employer is violating your rights by misclassifying you, refusing to pay you overtime, making you work off-the-clock, or a similar violation of labor and employment laws? If so, you do not have to be afraid that your employer is going to retaliate against you for pursuing a claim. It is illegal for an employer to do so, so you have nothing to lose and everything to gain by contacting our law firm to learn your legal rights and options.

Time-and-a-Half for Overtime

The Fair Labor Standards Act requires employers compensate their employees time-and-a-half their normal rate of pay for hours worked over the standard 40 hours per week. Employers often attempt to skirt around this obligation by misclassifying an employee as exempt or having them perform work off-the-clock. It is also a violation of the FLSA for employers to give employees days off or time off to make it up to their employees for having to work unpaid overtime.

If you qualify and you work overtime, you are entitled to time-and-a-half pay.

Overtime Pay for Salary or Flat-Rate Employees

A common myth in employment law is that employers are not obligated to give overtime pay to salaried or flat-rate workers. Sometimes, employers give their employees a salary when they should be classified as hourly workers. The FLSA does not just take salary/hourly into consideration, but rather the total amount an employee is getting paid. The FLSA also takes into consideration whether the employee’s job duties perform a management function, or involves independent decision-making. If, after further evaluation, an employee does not meet the federal requirements for “exempt” status, then they must be paid overtime.

No Fees Unless We Win
  • FLSA Overtime Recovery $112,500.00 Attorney Fees & Expenses: $40,880

    Settlement in favor of engineer in FLSA overtime case

  • FLSA Overtime Recovery $128,500.00 Attorney Fees & Expenses: $58,921

    Settlement in favor of stockers/merchandisers for a major metropolitan beverage distributor

  • FLSA Overtime Recovery $135,000.00 Attorney Fees & Expenses: $67,500

    Settlement in favor of oil field workers in FLSA overtime case

  • FLSA Overtime Recovery $170,000.00 Attorney Fees & Expenses: $58,098

    Settlement in favor of oil field workers in FLSA overtime case

  • FLSA Overtime Recovery $7,000.00 Attorney Fees & Expenses: $3,240

    Settlement in favor of administrator/tax preparer in FLSA overtime case

  • FLSA Overtime Recovery $8,000.00 Attorney Fees & Expenses: $3,000

    Settlement in favor of non-commercial driver in FLSA overtime case

  • FLSA Overtime Recovery $14,600.00 Attorney Fees & Expenses: $5,332

    Settlement in favor of laborer in FLSA overtime case

  • FLSA Overtime Recovery $15,000.00 Attorney Fees & Expenses: $5,000

    Settlement in favor of administrative worker in FLSA overtime case

  • FLSA Overtime Recovery $16,800.00 Attorney Fees & Expenses: $8,800

    Settlement in favor of restaurant worker in FLSA overtime case

  • FLSA Overtime Recovery $17,500.00 Attorney Fees & Expenses: $8,795

    Settlement in favor of engineering technician in FLSA overtime case

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Commitment

To Our Clients
  • Work hard to earn the trust of our clients
  • Ease doubts clients have in their case
  • Strive for excellence in keeping clients informed
  • Focus on each case as if it were our own
  • Highest quality & ethical legal services

We've Represented 
Thousands of Clients 

Across the U.S. for more than 30 Years
  • "My attorney did a great job with my case."

    “My attorney did a great job with my case.”

    - O.O. (FLSA Overtime Client)
  • "Thank you. You guys are amazing."

    “Thank you. You guys are amazing.”

    - A.M. (FLSA Overtime Client)
  • "My case was managed in a professional manner."

    “My case was managed in a professional manner.”

    - S.C. (FLSA Overtime Client)
  • "They kept fighting and got them to settle."

    “They kept fighting and got them to settle.”

    - K.N. (FLSA Overtime Client)
  • "We appreciate you working for us the way you are."

    “"Megan we want to let you know we appreciate you working for us the way you are. These are not the best of times for us, but we are grateful we have people like you in our corner. We wish you good ...”

    - D.B.
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Do Any of the Following Apply to You?

If the following apply to you, you may have a claim against your employer.

  • I get paid hourly, but am not compensated time-and-a-half when I work 40+ hours per week.
  • I am an hourly worker at my company, but I’ve never received overtime pay to my knowledge.
  • There is work I have performed for my employer that I’ve never been compensated for.
  • I am asked to perform job-related duties while off the clock.
  • I get a salary (I’m not an hourly worker) but my job duties are similar to hourly employees.
  • I’m paid a salary but I think my employer is doing that to avoid paying me overtime.
  • I get paid a “day rate” or “per piece” or “per job” rate.
  • My employer says I’m an “independent contractor,” but I’m treated just like an employee.
  • I frequently work through my breaks, but that time is still subtracted from my paychecks.
  • I have a non-overtime related claim against what I think is employer's wrongdoing.
Get started by contacting us today for a free review of your legal rights and options. 

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