Wage & Hour Lawyer in Pennsylvania

Standing Up For Workers Whose Paychecks Are Not Adding Up

Every day, workers across Pennsylvania lose pay they have earned through unpaid overtime, off-the-clock work, improper tip practices, and other unlawful wage policies. If you are seeing gaps between the hours you work and the money you receive, you may be dealing with more than just an accounting mistake. You may need a wage and hour attorney Pennsylvania workers can count on to take these violations seriously.

Winebrake & Santillo is a Philadelphia-based law firm devoted to wage and overtime rights in employment law. Our attorneys focus their practice on enforcing federal and Pennsylvania wage laws for workers, and we have recovered significant sums for individuals and families who were not paid fairly. When you contact us, you reach a team that spends every day fighting for workers in pay disputes.

We understand that speaking up about your pay can feel risky and stressful. Our goal is to provide clear information about your rights and a confidential place to discuss what is happening at your job so you can decide on your next steps with confidence.

Get comprehensive legal guidance from a wages attorney in Pennsylvania you can trust. Call (215) 866-1551 or contact us promptly to schedule your consultation.

Why Workers Choose Our Wage & Hour Team

When your paycheck feels wrong, you do not want a firm that only occasionally handles wage cases. You want a team that lives and breathes wage and overtime law. At Winebrake & Santillo, our practice is built around representing workers in these specific disputes. We focus on wage and overtime rights under the federal Fair Labor Standards Act and similar state laws, and this focus shapes everything we do for our clients.

Because we concentrate on wage and overtime issues, we are familiar with the patterns that often show up in pay records and employer policies. This helps us identify violations that workers, and even some lawyers, may overlook. Over the years, our attorneys have litigated numerous wage and overtime lawsuits in Federal Court in Philadelphia and in courts throughout the state, including complex cases involving large groups of employees.

Our firm has recovered millions of dollars in unpaid wages and overtime for hard-working individuals and their families. These results reflect years spent challenging unfair pay practices and holding employers accountable under the law. Just as important, we represent workers only, not employers, and we treat each client with the respect and attention typically reserved for corporate entities. When you work with us, you can expect us to listen carefully, explain your options, and approach your case with the seriousness it deserves.

How Unpaid Wages and Overtime Affect Workers Here

Missing wages are not just numbers on a spreadsheet. They are hours of your life that you cannot get back. When employers fail to pay overtime, push employees to work off the clock, or take unlawful deductions, the lost money can quickly affect your ability to pay rent, keep up with utilities, cover transportation, or provide for your family. For many workers, even a small amount missing from each paycheck becomes a serious problem over time.

These issues arise in many workplaces, including restaurants, hospitals, nursing homes, warehouses, distribution centers, offices, call centers, construction sites, and retail stores. Workers may be told that this is “just how the industry works” or that overtime is not available, even when they routinely work more than forty hours per week. Others may notice that pre-shift or post-shift work does not appear on their timesheets at all.

Wage theft can leave you feeling frustrated and disrespected. You may worry that speaking up will cost you your job, or that no one will believe you. Our firm regularly hears from workers facing these same concerns. Wage and overtime laws exist to protect you from this kind of unfair treatment, and a focused wage and hour lawyer Pennsylvania workers trust can help you understand how those laws apply to your situation.

Common Wage and Overtime Violations We Handle

Many workers are not sure whether their situation violates the law. Recognizing common types of wage and overtime violations can be a helpful first step. Our attorneys have handled a wide range of pay disputes for employees in different industries, and some patterns appear again and again.

Some frequent wage and hour problems include:

• Unpaid or underpaid overtime. Employers may refuse to pay time and a half when employees work more than forty hours in a workweek, or they may calculate overtime incorrectly by excluding certain types of pay. We have litigated many cases involving overtime that was not paid properly.
• Off the clock work. Workers are often required to set up before clocking in, stay late to close, attend meetings or training, or respond to messages outside of scheduled hours without pay. These minutes and hours are compensable work in many circumstances.
• Misclassification as exempt or as contractors. Some employers label workers as “salaried” or “independent contractors” and tell them they are not entitled to overtime. In reality, job duties and the actual working relationship determine whether overtime is required, and misclassification is a frequent issue in wage cases.
• Tip and service charge violations. Servers, bartenders, and other tipped employees may face invalid tip pools, improper sharing of tips with managers, or tip credits taken in ways that do not comply with the law. We are familiar with how these practices affect total pay for tipped workers.
• Unpaid breaks and automatic deductions. Some employers automatically deduct meal breaks from time records even when employees work through those breaks. Others discourage workers from reporting short breaks or interrupted meals.
• Unpaid commissions or bonuses. Sales and performance based pay plans can lead to earned commissions or bonuses going unpaid. We review the language of these plans along with pay records to determine whether compensation was withheld.

This list is not exhaustive, and wage practices can be complex. A wages attorney Pennsylvania employees contact will usually need to examine pay stubs, time records, and job descriptions to determine whether the law has been violated. Our firm devotes the time and resources necessary to complete that kind of careful review.

Your Rights Under Federal and Pennsylvania Wage Laws

Workers often suspect that something is wrong with their pay, but they are not sure what the law actually requires. A clear understanding of basic wage protections can make it easier to see whether your situation crosses the line from unfair to unlawful. Our attorneys regularly enforce both federal and state wage laws and are prepared to explain how these rules apply to real workplaces.

The federal Fair Labor Standards Act sets nationwide standards for minimum wage, overtime, and record keeping. In general, it requires covered employers to pay at least the federal minimum wage for all hours worked and to pay time and a half for hours worked over forty in a workweek for non-exempt employees. Employers must also maintain accurate records of hours worked and wages paid.

Pennsylvania wage laws, including the Pennsylvania Minimum Wage Act and related statutes, interact with federal law and, in some areas, provide additional protections. For example, there are state-specific rules regarding minimum wage, overtime, and how certain types of pay are calculated. Employers here must follow whichever law gives the worker greater protection. Our attorneys are familiar with how courts in this state interpret these laws and how they apply to different industries.

Determining who is entitled to overtime and who may legitimately be exempt can involve a detailed analysis of job duties, level of discretion, and method of pay. We work through these issues for our clients and explain the factors clearly so they understand how we reached our conclusions. A wages lawyer Pennsylvania workers trust will also pay close attention to filing deadlines, since time limits under both federal and state law can affect how much unpaid pay can be recovered.

What To Do If You Think Your Pay Is Wrong

If you believe you are not being paid correctly, you may feel torn between wanting answers and wanting to stay off your employer’s radar. Taking a few careful steps can help protect your rights while you decide what to do next. You do not have to confront your employer alone, and you are not required to have everything figured out before speaking with a lawyer.

Practical steps you can take now include:

• Gather your records. Keep copies of pay stubs, time sheets, schedules, offer letters, employee handbooks, and any written policies about pay or hours. Screenshots of electronic timekeeping systems or scheduling apps can also be helpful.
• Write down details. Make notes about your typical workday, including when you start and end work, whether you work through breaks, and any tasks performed before clocking in or after clocking out. Include dates when you remember a specific problem, such as being asked to work off the clock.
• Be cautious about signing documents. Employers sometimes ask workers to sign releases, back pay agreements, or policy acknowledgments. Signing without understanding the impact could limit your rights. A wage and hour attorney in Pennsylvania can review these documents and explain what they mean.
• Reach out for a confidential review. Contacting our firm for a confidential conversation allows us to look at your information and help you understand whether you may have a legal claim. We explain your options in plain language so you can decide how to move forward.

When you contact us, you are not committing to file a lawsuit. You are taking a step toward understanding your rights. Our attorneys have reviewed pay practices for many workers in similar situations and can share what we have seen in other cases involving employers in this state.

How Our Wage & Hour Lawyers Help Workers

Once you contact our office, our attorneys begin by listening to your story and reviewing the documents you can provide. A wage and hour lawyer Pennsylvania workers call for help will typically start by comparing your pay records and schedules to what the law requires. We look for patterns in the hours worked, rates paid, and any unexplained deductions or changes.

If we believe wage or overtime violations occurred, and you choose to move forward, we work to protect your rights through the appropriate legal channels. Our attorneys handle communications with the employer’s representatives so that you are not dealing with these conversations on your own. We have experience bringing both individual lawsuits and cases involving groups of workers who were subject to the same unlawful pay practices.

Because our practice is dedicated to wage and overtime issues, we are familiar with how these cases proceed in Federal Court in Philadelphia and in other courts across the state. We understand the defenses employers commonly raise and the types of evidence that can make the difference in a wage case. Throughout the process, we strive to keep you informed, explain key decisions, and answer your questions in clear, straightforward terms.

Our goal is to make a complicated process more manageable for workers who are already under financial and emotional strain. When you work with a wages attorney Pennsylvania employees rely on from our firm, you have a team focused on pursuing the pay the law says you should have received.

Reach out to a wage and hour lawyer in Pennsylvania for experienced legal support. Complete our online form to start the process promptly.

Frequently Asked Questions

Can My Employer Fire Me For Asking About Unpaid Wages?

Employers are not allowed to fire or punish workers simply for raising concerns about unpaid wages or asserting their rights under wage and overtime laws. Both federal and state laws provide protections against retaliation, which can include firing, demotion, reduced hours, or other adverse treatment because you complained about pay. In practice, every situation is different, and employers may offer various explanations for their actions.

Our attorneys discuss retaliation concerns with many workers and can explain how courts typically view these issues. We can also talk about ways people raise pay concerns, such as internal complaints or legal claims, and the protections that may apply in each setting. If you believe you have already experienced retaliation, we can review the timeline of events and help you understand possible options.

Is My Unpaid Overtime Claim Too Small For Your Firm To Take?

Workers often assume their claim is too small to matter, especially if they are missing what looks like a modest amount from each paycheck. In reality, unpaid overtime can add up over months or years. The law may also allow workers with similar pay practices to bring claims together, which can increase the total recovery and help change unlawful policies.

We encourage workers to contact us even if they are unsure about the size of their potential claim. During a review, we look at the full picture, including how long the practice has been in place and how it affects overall pay. Our firm focuses on wage and overtime cases, and we understand that what seems like a small loss can represent many hours of your time.

How Much Will It Cost To Have You Review My Pay Issue?

Workers are often worried that they cannot afford to talk with an attorney about unpaid wages, especially when they are already missing income. Our firm works to make initial conversations about your pay accessible, and we can explain our fee arrangements clearly before you are asked to make any decisions. We do not want concerns about cost to prevent you from learning about your rights.

In many wage and hour cases, the law allows for recovery of attorneys’ fees and costs from the employer if the worker prevails, although outcomes depend on the specific case. During your consultation, we will describe how fees are typically handled in wage cases and how that would apply if you and our firm decide to move forward together. Our goal is to give you enough information to feel comfortable with whatever choice you make.

What Happens After I Contact Our Office About My Wages?

When you contact our office, we start by gathering basic information about your job, your pay structure, and the problems you have noticed. We may ask you to share pay stubs, schedules, or other documents that help us understand your situation. An attorney then reviews this information to see how your experience lines up with wage and overtime laws.

After this review, we explain our assessment and discuss possible options. These might include taking no further action, seeking clarification from your employer, or pursuing a legal claim. We answer your questions and give you time to think about what feels right for you. If we agree to represent you, we will explain the next steps in more detail and keep you updated as your matter progresses.

How Long Do I Have To Bring A Wage And Hour Claim?

Wage and overtime claims are subject to filing deadlines under both federal and state law. These deadlines can vary depending on the type of claim and whether the employer’s conduct was willful. In many situations, the time period that can be recovered is measured in years, but waiting too long can reduce the amount of pay that can be claimed or bar the claim entirely.

Because the specific time limits depend on your facts, it is important to speak with an attorney as soon as you suspect that your pay is not correct. During our review, we ask about when the pay issues started, whether they are ongoing, and whether any complaints have already been made. This information helps us evaluate how the statutes of limitation might apply in your case.

Can You Help If I No Longer Work For The Employer That Underpaid Me?

Yes, many wage cases involve workers who have already left the job where the pay problems occurred. Leaving an employer does not automatically erase your right to pursue unpaid wages, although filing deadlines still apply. Former employees may even feel more comfortable raising concerns once they are no longer in the workplace.

If you are no longer employed, it is still helpful to gather any documents you have, such as final pay stubs, separation papers, or emails about your departure. Our attorneys regularly review wage issues for former employees and can explain how the law treats claims that arise after employment ends. We can also discuss whether other former coworkers may have experienced similar pay practices.

Will Anyone Else Find Out That I Talked To A Wage Lawyer?

Reaching out to our firm for an initial consultation is a private step. We treat contacts from workers as confidential, and we do not share details of your inquiry outside the firm without your permission. Talking with us does not automatically alert your employer or any government agency.

If you decide to move forward with a legal claim, there will be stages in the process where your employer may learn about your involvement. Before that happens, we explain what to expect and answer your questions about how your information will be used. Our attorneys understand how sensitive these matters are, and we strive to protect your privacy while pursuing your wage rights.

Talk With Our Team About Your Unpaid Wages

If you suspect that your employer is not paying you all the wages or overtime you have earned, you do not have to sort through wage laws on your own. Talking with a wages lawyer Pennsylvania workers rely on can help you understand whether what you are experiencing is legal and what options are available to you. Time limits can affect how much back pay can be recovered, so getting answers sooner rather than later can make a difference.

At Winebrake & Santillo, we devote our practice to wage and overtime rights and have recovered significant unpaid wages for workers and families. We listen carefully, review your records, and explain your choices so you can decide how to proceed. Our team represents workers across this state and appears regularly in courts that hear wage cases.

To discuss your wage concerns confidentially with a wages lawyer in Pennsylvania, call (215) 866-1551.