Can I file if I'm worried about retaliation?

FLSA §215 makes retaliation for filing a wage claim its own federal violation. State law often adds additional protections. If your employer retaliates, the retaliation claim is often worth more than the underlying wage claim.

I'm a 1099 contractor — does this still apply?

Maybe. Misclassification is the most common form of wage theft. The 'economic realities' test (federal) and 'ABC' test (CA + many states) determine actual status — not what's on the contract. If you're misclassified, you're owed overtime + benefits as an employee.

Wage theft · Overtime · Last paycheck

Boss owes you money? FLSA + state law usually doubles it.

$50B/yr in stolen wages — overtime miscalculated, last paycheck withheld, breaks denied, tips skimmed. FLSA §216(b) gives you 2× damages. State labor commissioners process claims for free. We package both.

$500 – $25,000 typical · Often 2–3× back wages after liquidated damages + penalties

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If any of this is happening to you

We have the playbook for your exact situation.

Worked overtime but only got straight time (or nothing)

Last paycheck never arrived after you quit or were terminated

Misclassified as a 1099 contractor when you should've been an employee

Required to work off-the-clock or through meal breaks

Tips pooled with managers or back-of-house in violation of state law

The law on your side

Fair Labor Standards Act

Authority

29 USC §216(b) · CA Lab Code §203, §510, §1194

FLSA pays unpaid wages PLUS equal liquidated damages (effectively 2× the back wages) plus attorney's fees. California adds waiting-time penalties up to 30 days' wages under §203. State labor commissioners adjudicate for free; civil suits add fee-shifting.

The process

Three steps. The agent does the rest.

Send us the bill.

Upload the document — bill, denial letter, deposit itemization, collection notice. We read it, identify which protections in Fair apply to your specific facts, and tell you what we’d recover. Free triage.

Approve the plan.

We show you the theory of the case — which laws apply, which letters we’d send, what the recovery range looks like. Nothing goes out until you say go.

We do the rest.

Certified mail, deadline tracking, response parsing, escalation when ignored. You only hear from us when there’s a decision to make. Most cases resolve in under 30 days.

Questions, answered

Common questions.

FLSA §215 makes retaliation for filing a wage claim its own federal violation. State law often adds additional protections. If your employer retaliates, the retaliation claim is often worth more than the underlying wage claim.

Still wondering? Email hello@dotandcross.io — we read every message.

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