Wage and Hour Lawyers

Referring to Attorney Andrew Biller, "Plaintiffs' counsel have prosecuted many wage-and-hour claims and * * * litigation of [one of the case's issues] was, in particular, an area that required skillful wage-and-hour attorneys."

-Chief Judge Algenon Marbley, federal judge for the United States District Court for the Southern District of Ohio (Castillo v. Morales, Inc.)

Work stinks.

At least get paid for it.


Here's the bargain: you trade time for money. You work for someone, and they pay you for it. Simple. Fair. 

Wage and hour laws, like the federal Fair Labor Standards Act, put a floor on what you can be paid - a minimum wage and an overtime rate.

The problem is that companies keep shortchanging their workers. That's where our unpaid wage lawyers come in. When a company doesn't hold up its end of the bargain, we hold the company accountable.


Thankfully, the law in this area is very favorable to employees, and workers have a lot of rights. For example, employees who successfully bring an unpaid wages claim can be entitled to their unpaid wages and additional money called "liquidated damages" or just "damages." This money is paid on top of any unpaid wages the company owes.


As wage and hour lawyers, we represent employees against employers who break laws like the Fair Labor Standards Act, Ohio's Minimum Fair Wage Standards Act, and the Prompt Pay Act.

We educate our clients about their wage rights.

Unlike many areas of the law, a lot of our clients do not know they have a wage and hour case until they talk to us.


If you are hit and injured by a truck, you know that you probably have a legal claim. Compare that to a pizza delivery driver who is being under-reimbursed for vehicle expenses. The driver, like most employees, trusts his or her employer to know the law and follow it.


Until we educate our clients, they are often unaware of whether they have any rights or what those rights are. In fact, many of our clients call about a different employment matter (like wrongful termination). Because we are experienced wage lawyers, we know the right questions to ask to determine whether there is an unpaid wages claim.

If you think you might have a claim or even just have question about a policy at your work, do not be shy. There are no stupid questions when it comes to wage and hour law - an area of law that even courts recognize is very complex. Please call our office at (513) 202-0710. The call is free and no obligation. We would be happy to discuss your situation with you. You have nothing to lose and everything to gain.

Educating our clients on their rights is part of what we do, and we love doing it.

If we were like most firms, we would put a bunch of self-serving nonsense in a section like this. But we're not like most firms. 

We could probably leave this section blank. Why? 


The truth is, as an employee with an unpaid wages claim, it is almost impossible for you to figure out who is the best lawyer to file your unpaid wages claim. Wage claims are notoriously complex, so few firms handle the cases at all. Even fewer do them well. And it is easy for most lawyers to sound knowledgeable to a client who does not know this area of the law.   


Law firms seem to say the same things: "we fight for our clients," "we care," "we are aggressive," and "we are experienced." Talk is cheap and easy to put on a website. So are most of those "awards" that firms post on their websites.


Because we do this work, we know who is good at it, who gets mediocre results for their clients, and who just lists "wage and hour" as a practice area on their website even though they do not have much experience in the area. But you don't know those things. How could you?


Here is the best we can do to help you decide: we can give you a page filled with recent case results, almost all of which are in the public record that you can verify for yourself. Compare Our Victories to other firms' claims of experience with wage and hour cases.


Even so, take everything a law firm says (even our firm) with a grain of salt. After all, you don't know (unless you read the pleadings) whether our $2.4 million settlement is a great result or us settling a $100 million case for pennies on the dollar. And, every case is different, so none of our victories can guarantee any particular, future result. But, still, it is something. Something we are proud to share. 

Our philosophy is to always act as though our client is in the room with us.

So much of a lawsuit goes on behind the scenes, out of the clients' view. As a result, there is lot of opportunity for lawyers to forsake their clients' interests to get along well with the employer's lawyer. That's not us. 

We aren't looking to win any popularity contests. We are pleasant and courteous. But we are relentless in pursuing our clients' interests, whether they are with us or not, and whether our opponents like it or not.  

The courtroom is our battlefield, and we wage war for our clients.

What is "wage and hour" law?

"Wage and hour law" is lawyer-speak for for the laws that cover employment basics like:

  • the minimum wage your employer must pay you

  • the maximum hours your employer can require you to work (without paying you overtime pay)

  • how much an employer has to pay you in overtime wages

  • when your employer has to pay you and how much

  • child labor rules

  • whether the employer has to pay men and women the same wages for the same work ("pay equality")

  • whether your employer has to provide you with breaks or how the employer must accommodate breastfeeding mothers

A federal law, called the Fair Labor Standards Act, covers most of these issues. Many states also have their own wage and hour laws. For example, Ohio has a constitutional amendment (Article II, Section 34a) that covers minimum wage and the employer's duties to keep records. Ohio also has laws that cover overtime and pay day rules.

Biller & Kimble LLC's wage and hour lawyers know how to navigate federal, state, and, if needed, even local laws to get the best result for our clients.

Common Wage and Hour Violations

Under-reimbursing delivery drivers for the use of their personal cars. According to the Department of Labor's Field Operations Handbook, employers (like pizza companies) must either (1) track and reimburse their drivers actual expenses or (2) reimburse the drivers at the IRS mileage rate (about $.58/mile). Many companies ignore this rule and pay a flat delivery rate instead.

Breaking the tipping rules. The Fair Labor Standards Act has very specific rules about tipping and tip pools. For example, employers must provide a notice to employees about the rules. And, employers cannot require tipped employees (like servers or bartenders) to share tips with non-tipped workers (like managers).

Breaking overtime rules. Employers break overtime rules in too many ways to list. Some common examples include misclassifying workers as "exempt" from overtime pay when they are not, miscalculating overtime pay (especially for tipped employees), and using a "comp" or compensatory time system.

Charging employees for uniforms or other "tools of the trade." Employers have to pay wages "free and clear." This means that employers can't charge employees to work. Most employers don't charge employees money, but, instead, will force employees to buy things to work - like uniform shirts or tools. When these charges drop someone below minimum wage in a week, there can be a violation.

Withholding pay. Sometimes employers withhold pay or a paycheck. The employer might give a "reason" like "you didn't return the keys" or "you left on bad terms." There are almost no circumstances where withholding a paycheck is legal.

If you are an employee, and you think you might have a claim or even just have a question, please contact us at (513) 202-0710. We would be happy to discuss your options and rights. The call is free and there is no obligation.

Contact Biller & Kimble, LLC today for a free consultation.

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Cincinnati Office

8044 Montgomery Road

Suite 515

Cincinnati, Ohio 45236

     (513) 202-0710

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4200 Regent Street

Suite 200

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     (614) 604-8759

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