Fair compensation. America’s laws enforce this important concept. It’s a concept that helped make this country great, and it’s a concept Baron & Budd fights for every day.

And yet there are still companies that break this law in many ways: Perhaps cheating their employees out of overtime pay by inappropriately classifying them as salaried when they are hourly – or not providing sufficient notice when there is a mass layoff.

Some businesses may try to take advantage of people and add to their bottom line by ignoring the laws of the land. But Baron & Budd’s mission is to protect workers.

Take the Fair Labor Standards Act (FLSA) of 1938, which established many of the standards that law-abiding employers follow to this day. The forty-hour workweek, minimum wage, and the prohibition against child labor were first put in place by the FLSA. Under its provisions, Baron & Budd has filed several class actions and even more private lawsuits for fair pay and compensation for all workers. We continue fighting for fair compensation for underpaid employees in several different industries.

Fair Pay Lawsuits we Represent Workers In

  • Oilfield Workers
  • Maritime & Offshore Employees
  • Fast Food Workers
  • Retail Workers
  • Store Managers
  • Kitchen Workers
  • Servers & Waitstaff
  • Bartenders
  • Bussers
  • Cleaners
  • Hotel Workers
  • Construction Workers
  • Landscape Workers

And many more occupations filled by hard working individuals across the country.

The Worker Adjustment and Retraining Notification (WARN) Act of 1989 was enacted to protect employees who would be hurt by sudden mass layoffs or plant closings. The WARN Act stipulates a notice period that affords employees sufficient time to find other sources of income.

Yet both the FLSA and WARN Act provisions are violated every day.

Currently, under the provisions of the WARN Act, Baron and Budd is representing scores of oilfield workers denied the required 60-day notice when they were laid-off. And our work representing people whose employers violated the FLSA continues. Contact us to speak with an employment lawyer about your potential case.

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