Unpaid wages lawyer for Kentucky and Ohio employees

Yes, sometimes. A salary or a “manager” title does not by itself remove overtime rights. Your actual duties and the requirements of an applicable exemption matter. Tell us what you do each day, how you are paid, and how many hours you work.

A 1099 form or contract label does not settle whether you are legally an employee. The working relationship matters. Misclassification can affect minimum wage and overtime rights.

Work an employer requires or allows can count even when it happens outside a scheduled shift. Examples include opening a store, finishing paperwork, or answering work messages. Ordinary commuting is usually different. Describe the task and when your employer knew about it.

An unpaid meal period generally requires you to be relieved of work duties. If you must answer calls or serve customers during lunch, that time may be paid work. Short breaks, usually 20 minutes or less, generally count as paid time under federal law.

Federal rules allow certain neutral rounding practices only when they average out and do not underpay employees over time. Consistently deleting minutes or rounding only in the employer’s favor can violate wage law. Keep the actual times you worked and compare them with your pay records.

Employers, managers, and supervisors cannot keep other employees’ tips. If an employer takes a tip credit, a mandatory tip pool generally must be limited to workers who customarily receive tips. Paying the full minimum cash wage can allow a broader pool under federal law; state rules also matter. Read about tip pooling in Kentucky and Ohio.

Whether a bonus or commission is owed depends on the agreement, policy, work performed, and applicable law. Many nondiscretionary bonuses also must be included when calculating the regular rate for overtime. Save the written terms and any messages about payment, including promises about payment after you leave.

The FLSA does not create a general right to expense reimbursement. But employer-required business expenses cannot cut into required minimum wages or overtime compensation. State law or an agreement may provide additional rights. Keep receipts and records of required work-related expenses.

In Kentucky, earned wages generally must be paid by the next normal payday or 14 days after separation, whichever is later. Ohio has its own wage-payment schedule and exceptions. Leaving a job does not erase wages already earned. A lawyer can review the payday, separation date, and any disputed bonus or commission.

The FLSA prohibits retaliation for protected wage complaints and participation in enforcement proceedings. A clear complaint about unpaid minimum wages or overtime may be protected even when made internally. Report threats, reduced hours, or firing that follows a complaint when you ask for advice.

Federal wage claims generally have a two-year limitations period, extended to three years for willful violations. State deadlines and remedies may differ. Waiting can reduce the wages you can recover. Do not assume that an internal complaint pauses the clock.

Depending on the claim, relief may include unpaid wages, additional damages, and attorney’s fees. Recovery is not automatic. Pay stubs, schedules, time records, tip records, written pay promises, and your own accurate account of hours worked can help explain the problem. You do not need every document before contacting us.

No. A brief description of what happened is enough to start. Keep records you lawfully possess and bring your questions.

Ask about deadlines promptly. An internal payroll review does not necessarily pause the time limit for a wage claim. You can seek advice while your employer investigates.

We offer both free and paid consultations, depending on your situation. We explain any consultation fee before you decide to schedule.

Most cases we accept are handled on a contingency fee. That means our attorney’s fee is a percentage of the money recovered through a settlement or court award. Some cases may require hourly fees, depending on the facts and the work involved.

Before you hire us, we explain the fee arrangement and how case expenses are handled. A consultation fee is separate from the fee for handling your case.