HomePractice AreasEmployment LawOff-the-Clock Claim Disputes

Let an Off-the-Clock Claims Lawyer from Bohrer Brady Help You

Requiring employees to work off the clock is a win-win for businesses — employees further the company’s interests without costing it a dime. Requiring off-the-clock labor without pay, however, is illegal under the Fair Labor Standards Act (FLSA), and you are eligible for a wage and hour dispute.

If you have been required to work unpaid off-the-clock, the attorneys at Bohrer Brady LLC can help you pursue compensation for the wages you should have been paid. We have extensive experience handling wage and hour claims for clients throughout Louisiana and nationwide

Contact us today to arrange a free consultation with an experienced off-the-clock claims lawyer.


Working Off The Clock

Employers engage in a number of tactics to compel employees to work off the clock. Common examples include:

  • Failing to pay for training
  • Claiming the employee did not complete his or her duties sufficiently during the workday and should complete them after hours without pay
  • Failing to pay for prep time
  • Failing to pay for meetings
  • Requiring the employees to participate in promotion events, community outreach events, and other functions without pay
  • Failing to pay for setup time, such as putting on uniforms and equipment
  • Failing to pay for time spent dividing tips after a restaurant or bar shift.

If you have experienced any of the above or similar treatment at your job, you may have a valid wage and hour claim against your employer. Our attorneys can help you pursue the justice and compensation you deserve.

Contact a Bohrer Brady Off-the-Clock Claims Lawyer Today

Don’t let your employer take advantage of you. Requiring employees to work off-the-clock is illegal under the FLSA, and you may be entitled to compensation. Regardless of your employer’s tactics, you can trust an off-the-clock claims lawyer from Bohrer Brady, LLC, to fight for you. Contact a Bohrer Brady off-the-clock claims lawyer for a free initial case evaluation now.


Frequently Asked Questions

I'm salaried, does that mean I'm exempt from overtime?

Not necessarily. The FLSA has specific tests to determine overtime eligibility. Bohrer Brady’s attorneys can help you understand if you qualify for overtime pay.

What if I'm afraid of retaliation from my employer if I file a claim?

The FLSA protects employees from retaliation for asserting their wage and hour rights. Bohrer Brady can guide you through the legal process while protecting your rights.

Can I file a claim myself without a lawyer?

You can, but wage and hour laws can be complex. Our off-the-clock claims attorneys can significantly increase your chances of success and ensure you receive maximum compensation.

What should I do if I'm asked to work off-the-clock?

If you’re pressured to work off-the-clock, document the request, including the date, time, who made the request, and the details of the work you performed. Most importantly, keep track of the time you work.

I sometimes answer work emails, phone calls or texts after hours. Do I need to be compensated?

This can be a grey area. Generally, if you are expected to regularly answer emails, calls or texts outside of work hours and they occur frequently or the time is significant, you may be entitled to compensation. It’s best to discuss your specific situation with an attorney.

Can I use my phone's timekeeping app to track my hours worked off the clock?

A timekeeping app is unfortunately not a guaranteed legal record. However, documenting your hours can be helpful evidence in your case.

Is there a time limit to file an off-the-clock claim?

Yes, there is a statute of limitations for filing wage and hour claims under the FLSA. The FLSA has a two-year statute of limitations but the time limit can be extended to three years based on the employer’s conduct. Some states have longer or shorter deadlines, so it is important to consult with an attorney as soon as possible.