FLSA & Wage-and-Hour Attorney

Unpaid overtime, misclassified, or shorted on your paycheck — or defending a wage claim?

Prasla Law Firm represents both sides of Fair Labor Standards Act matters — Texas workers who have not been paid what they are owed, and Texas employers facing wage claims, audits, and compliance questions. We never represent both sides of the same dispute, and we run a conflict check before taking any matter. Representing a worker against one company does not prevent us from representing a different company in a different case.

For Texas workers

Suspecting your employer hasn't paid you correctly is stressful — and so is worrying about what happens if you ask. The conversation is confidential. The law also protects you against retaliation for raising a pay concern; if your employer retaliates, that is a separate claim against them.

You may have a claim if:

• You are paid a salary and told that means no overtime — even though your actual duties don't match an exemption
• You work off the clock — pre-shift prep, post-shift cleanup, after-hours calls, working through lunch
• Your paycheck shows overtime at your regular rate, not time-and-a-half
• You are called a "manager" but mostly do the same work as everyone else
• You are classified as an independent contractor but treated like an employee
• You were demoted, had hours cut, or were fired after asking about pay

Most worker-side matters are handled on a contingency or hybrid arrangement — our fee comes out of the recovery, or the employer pays it under the law's fee-shifting rule. Specific terms are set in writing before any work begins. A confidential 5-minute self-assessment worksheet is available if you want to think it through privately first.

For Texas employers

The first thirty days after a wage claim, a DOL audit, or a self-discovered compliance gap often shape the outcome. We defend FLSA lawsuits — single-plaintiff and collective actions — manage Department of Labor Wage and Hour investigations, and run compliance audits before a problem becomes a claim: exemption classifications, regular-rate calculations, off-the-clock exposure, and independent-contractor classifications, reviewed under attorney-client privilege.

Employer defense and compliance work is billed hourly under a written engagement letter; defined-scope compliance audits can often be a flat fee.

How this fits the whole picture

For owner-operated businesses we already advise on formation and contracts, wage-and-hour compliance is part of the same conversation — and getting classifications right early is far cheaper than defending them later. One attorney who knows your business handles it.

Talk to us

Whichever side you are on, an early conversation matters. Workers: call or text 713-955-4045, confidentially. Employers: call 713-955-4045 to schedule a defense or compliance consultation. Every engagement is preceded by a conflict check.