Unpaid Wages / Employee Misclassification

Has your employer failed to pay you minimum wage or appropriately compensate you for overtime work? Were you told you would be classified as an independent contractor, but you believe you are treated—and should be paid as—an employee?

Federal and state law requires minimum wage and overtime for workers who are employees. Simply being told that you are going to be treated as an independent contractor does not mean that the law will consider you an independent contractor. Several factors, such as the degree of control exercised over your work, the ability to control profit/losses, the method and rate of payment, etc.—rather than a label thrusted upon you—determine whether you are an employee or independent contractor under the relevant wage laws.

If you believe you are owed minimum wages, overtime wages, or contractually required wages from your employer, it is important to discuss your situation with an Arizona employment lawyer. The law mandates that claims for wages be brought within a certain timeframe. Failing to timely assert your potential wage claims could mean you forfeit your right to recover your lost wages.