BEDFORD LABOR & EMPLOYMENT LAWYER

A wage and hour claim in Bedford, New Hampshire, is a legal complaint filed by an employee who believes their employer violated labor laws by failing to pay them correctly. These claims often involve unpaid wages, unpaid overtime, failure to provide required breaks, worker misclassification, or violations of minimum wage laws.

Wage and hour violations can severely impact an employee’s financial stability. Some of the most common violations in Bedford include:

Unpaid Overtime

Under the Fair Labor Standards Act (FLSA), non-exempt employees are entitled to overtime pay for hours worked beyond 40 in a workweek. If your employer did not pay you overtime for those additional hours, you may be entitled to recover back pay.

If you worked 50 hours in a week but were paid your regular hourly rate for all 50 hours, you may have an unpaid overtime claim.

Failure to Pay Minimum Wage

Federal law establishes a baseline minimum wage, but many states and local jurisdictions set higher rates. If you’re paid below the minimum wage required in your area, you may be able to recover the difference.

For example, if an employee is paid less than the legally required wage in their area, that difference may be considered minimum wage theft.

Improper Deductions

Employers can make certain deductions from your paycheck, such as for taxes, insurance premiums, or retirement contributions, but unauthorized or improper deductions are not permitted. If your employer is making deductions that are not allowed by law or your agreement, they may be violating wage laws.

For example, if an employer deducts money for alleged “damages” caused by an employee who wasn’t actually responsible, that may be considered an improper deduction.

If you believe you’ve been subjected to any of these violations, contact Morgan & Morgan for a free case evaluation to learn more about your legal options.

Yes. If your employer agreed, either in writing or verbally, to pay you commissions and failed to do so, you may have a valid claim. Commission disputes often happen when employers change policies without notice, withhold payments after termination, or delay compensation.

If you’ve met the requirements to earn your commission, your employer cannot legally withhold it.

If you’re classified as an independent contractor but perform work more like an employee, you may be misclassified, which can have serious legal and financial consequences for both you and the company you work for.

Independent Contractor:

• Controls how and when the work is done.
• Uses their own tools and equipment.
• Usually works for multiple clients.
• Doesn’t receive employee benefits (healthcare, PTO, etc.).
• Responsible for their own taxes.

Employee:

• Has a set schedule and is supervised by the employer.
• Uses employer-provided tools.
• Works for one company.
• Is eligible for benefits and protections (minimum wage, overtime, workers’ comp).
• Employer withholds taxes.

If you’re misclassified, you may be missing out on overtime pay, minimum wage protections, unemployment benefits, workers’ compensation, and more.

If your employer fails to pay you properly, whether it’s missed wages, unpaid overtime, or incorrect pay rates, there are several steps you can take to protect your rights:

1. Review Your Records

Start by gathering documents that can help verify your pay, including pay stubs, time sheets, or clock-in records, your employment contract or offer letter, and any emails or messages related to your compensation.

Once you have these records, compare what you were actually paid to what you were promised or what the law requires.

2. Communicate With Your Employer

It’s possible the issue was a mistake. Contact your HR department or supervisor and politely raise the concern. Keep a written record of this communication (e.g., emails or dated notes from conversations).

3. Know Your Rights

Federal and state labor laws protect employees from wage theft. Under the Fair Labor Standards Act (FLSA), you must be paid at least the federal or state minimum wage, whichever is higher. Non-exempt workers are also entitled to overtime pay (1.5x) for hours worked over 40 in a week. Otherwise, employers cannot withhold any pay without a valid reason.

Some states have stronger protections, including stricter timelines for issuing paychecks.

4. File a Complaint With the Department of Labor

You can file a wage claim through the U.S. Department of Labor's Wage and Hour Division (WHD) or your state labor agency. They can investigate and help recover unpaid wages.

5. Document Everything

Keep detailed records of your hours worked, any discrepancies in your actual pay, and any of your attempts to resolve the issue. This documentation is crucial if you decide to take legal action.

6. Contact Morgan & Morgan in Bedford, New Hampshire

If your employer continues to deny rightful wages or retaliates against you for speaking up, contact a labor and employment attorney at Morgan & Morgan. We offer free case evaluations, and we only get paid if you win your case. You may be entitled to unpaid wages, interest and penalties, legal fees, and possible damages for retaliation.

7. Don’t Delay

There are legal deadlines, called statutes of limitations, for filing claims. The time you have to take action can vary based on the type of claim and your state’s laws. Acting quickly can help protect your rights and preserve important evidence.

In a wage and hour lawsuit, the compensation you may recover depends on how your employer violated labor laws. Common types of damages include:

Unpaid Wages and Overtime

You may be able to recover wages you should have been paid, including unpaid minimum wages and overtime. Under federal law, overtime is typically paid at time-and-a-half for hours worked over 40 in a week. If you were not properly paid, you may recover the difference between what you were paid and what you were owed.

Liquidated Damages

Under the Fair Labor Standards Act (FLSA), you may also be entitled to liquidated damages equal to your unpaid wages. For example, if you are owed $5,000, you may be able to recover $10,000 total, $5,000 in unpaid wages and $5,000 in additional damages, unless your employer can show it acted in good faith.

Interest

In some cases, particularly under state laws, you may also recover pre-judgment interest on unpaid wages.

Attorney’s Fees and Costs

If you win your case, your employer may be required to pay your attorney’s fees as well as court and litigation costs. This can make it easier to pursue a claim, even when the amount of unpaid wages is relatively small.

Retaliation-Related Damages

If your employer retaliated against you, for example, by firing, demoting, or harassing you for asserting your rights, you may be entitled to additional compensation. This can include lost wages, reinstatement, damages for harm to your reputation, and, in extreme cases, punitive damages.

Emotional Distress (Limited Situations)

Emotional distress damages are not typically available in wage and hour cases. However, if retaliation is involved, you may be able to pursue compensation for emotional harm as well.

Every case is different, so the best way to understand what your claim may be worth is to speak with the legal team at Morgan & Morgan for a free case evaluation.

Morgan & Morgan’s labor and employment attorneys handle cases on a contingency fee basis, which means there are no upfront costs or expenses unless your case is successful. That’s right—the Fee Is Free™, and you only pay if we win.

Our fee is a percentage of the settlement or verdict amount, ensuring we are motivated to achieve the best possible outcome for you.

No. Consultations at Morgan & Morgan are completely free. We believe everyone deserves access to legal advice, regardless of their financial situation.

Hiring one of our wage & hour lawyers is easy, and you can get started in minutes with a free case evaluation on our site or by phone.

When you hire Morgan & Morgan in Bedford, New Hampshire, you’re backed by more than just one attorney; you gain access to the resources of America’s Largest Injury Law Firm™, with over 1,000 attorneys and offices nationwide.

Your case will be managed by a dedicated team that may include attorneys, paralegals, and support staff working together on your behalf. You will also have a primary attorney who oversees your case, keeps you updated, and provides personalized guidance at every stage of the process.

After your initial consultation, your care team will schedule regular meetings to discuss your case, provide updates, and prepare you for any upcoming proceedings. We are committed to maintaining open lines of communication and keeping you informed every step of the way.

These meetings can be handled in person, virtually, and by phone, depending on your case’s requirements and your ability to do so.

Morgan & Morgan’s employment attorneys have extensive experience handling wage and hour claims and have helped recover significant compensation for workers in similar situations. As America’s Largest Injury Law Firm™, with over 1,000 attorneys nationwide, we have the resources, knowledge, and reach to take on complex cases.

We handle cases on a contingency fee basis, which means you don’t pay anything up front. With our Fee Is Free™ approach, you only pay if we win your case.

We are committed to holding employers accountable when they violate wage laws and workers’ rights. If you believe you’ve been underpaid or treated unfairly, you don’t have to navigate it alone. Contact Morgan & Morgan today for a free case evaluation to learn more about your options.