Misclassification as exempt

Employers label workers as “exempt” from overtime just because they’re salaried or have a certain job title — even if their actual duties don’t fit legal definitions.

Misclassification as contractors

Companies treat full-time workers as independent contractors to avoid payroll taxes, overtime, and benefits — even when they control the worker’s schedule, tools, and methods.

Off-the-clock work

Supervisors pressure employees to clock out and keep working, respond to messages at home, or handle tasks before or after shifts for free.

Time shaving and break violations

Time entries get edited, breaks go unpaid or are never truly provided, and meal/rest periods required by law are ignored in practice.

Retaliation instead of problem-solving

Instead of fixing wage, safety, or discrimination concerns, some employers punish the person who spoke up — through write-ups, demotions, reduced hours, or termination.

Misuse of “at-will” language

Employers use “at-will” as a shield, pretending it lets them ignore wage-and-hour rules, anti-retaliation laws, and other worker protections.

1. Working over 40 hours a week without time-and-a-half pay (if you’re not truly exempt).
2. Day-rate or piece-rate work that ends up paying less than minimum wage when hours are counted.
3. Off-the-clock work that isn’t paid at all.

1. Salaried employees incorrectly labeled “exempt” with no overtime, even though their duties are routine and closely supervised.
2. “Independent contractors” who are treated like employees in everything but name.

1. No real opportunity to take breaks.
2. Pressure to work through breaks or remain on duty.
3. Breaks automatically deducted from pay even when you’re working.

1. Deductions for uniforms, tools, shortages, or fees that push pay below minimum wage.
2. Withholding final paychecks or accrued wages.

1. Negative treatment after raising concerns about wages, discrimination, harassment, safety, or illegal practices.
2. Sudden write-ups, reduced hours, demotion, or termination.

1. Workers facing wage-and-hour problems also seeing discrimination based on race, gender, age, disability, pregnancy, or other protected traits.

FLSA – Fair Labor Standards Act

Sets federal minimum wage and overtime rules, defines exempt and non-exempt classifications, and requires payment for all hours worked plus time-and-a-half for many hours over 40 per week.

State wage-and-hour laws

Many states have higher minimum wages, different overtime rules, and stronger protections for breaks, tips, and pay timing.

Anti-retaliation laws

Protect workers who complain about wages, safety, discrimination, harassment, or illegal practices from being punished for speaking up.

Other employment laws

Laws covering discrimination, harassment, disability accommodations, family and medical leave, and more often interact with wage-and-hour issues.

For employees

You share your workplace details (schedule, pay, duties, changes, retaliation) and upload documents (paystubs, time records, emails, texts, write-ups, policies, contracts) to our platform, and we match you with licensed employment and labor-law attorneys in your state or region.

For partners

Payroll providers, accountants, unions, HR professionals, financial advisors, and community organizations who often see wage and employment issues first can refer people through Leadia to track their referrals and earn rewards when qualifying matters move forward with attorneys.

For everyone

Leadia makes it easy to move from "I think my rights are being violated" to speaking with a knowledgeable lawyer, with most network attorneys handling cases on a contingency or hybrid basis so workers typically don't pay large upfront legal fees.

Focus on no out-of-pocket costs for the consumer

Most attorneys in our network handle these matters on a contingency basis.