Wage & Hour Claims
You put in the hours. You did the work. If your employer shorted your pay, ignored overtime, or held back your final check, we help California workers fight for the money they earned. If your employer failed to pay all wages you earned, a California unpaid wages lawyer can review your pay records, hours worked, and compensation structure to determine whether you may have a wage claim. The Ghol Firm represents California workers in disputes involving unpaid pay, overtime, commissions, and final wages.
Wage violations are rarely a single, isolated mistake. They are often patterns—a missing hour here, an unpaid break there, or a "salary" classification used to avoid paying overtime. Small gaps in your paycheck add up to significant losses over time. If you feel like your pay doesn't match your effort, you deserve a professional review. A California unpaid wages attorney can help determine whether missing pay resulted from unpaid overtime, off-the-clock work, missed breaks, commissions, illegal deductions, or final-pay violations. The Ghol Firm focuses on the records and actual compensation received to identify what wages may still be owed.
You worked extra hours, but your check stayed the same.
If your hourly rate falls below the legal minimum after deductions or tips, your employer is breaking the law.
You worked through meal or rest periodsand were never properly compensated.
Being labeled an independent contractor when you're actually an employee is a common tactic to avoid paying benefits.
Uniforms, broken equipment, or cash drawer shortages shouldn't come out of your pocket without strict legal oversight.
Quit or fired? Your employer has a strict deadline to get you your final pay. If they're late, they might owe you penalties.
A lot of employers count on workers feeling unsure. They hide the problem behind job titles, time records, payroll language, and vague explanations that make people second-guess themselves.
That is why this work matters.
At The Ghol Firm, we keep the focus where it belongs, the work you did, the pay you received, and the gap between the two. If your employer kept wages you earned, we work to hold them accountable.
“We look past the excuses and get to the numbers. If you earned it, your employer should have paid it.” — Avi Gholian, Founding Attorney
We work on a contingency basis. You pay nothing unless we win your case.
We know the California Labor Code inside and out. We don't just guess; we build cases based on evidence.
We know how to talk to employers. Often, a clear, fact-based claim is enough to force a payout without years of litigation.
You do not need to figure this out alone. We keep the process clear, explain what matters, and help you understand what comes next.
No high-pressure sales. Just an honest talk about your situation and how we can help.
We listen to what happened, ask the right questions, and help you understand whether your situation may involve unpaid wages.
We look at pay stubs, time records, schedules, messages, job duties, and other details that help show the full picture.
Once the facts are clear, we identify where the pay issue happened and what legal path makes the most sense.
Whether through negotiation, a wage claim, or litigation, we work to recover the wages and penalties you may be owed.
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Contact us today for a free, confidential consultation. We fight for your rights on a contingency basis, you pay nothing unless we win.
Unpaid wages can include regular pay, overtime, missed break premiums, final paycheck violations, and other compensation an employer was legally required to pay. California workers can file wage claims when employers do not pay wages or benefits they are owed.
Yes. A former employee can still pursue unpaid wages. California’s Labor Commissioner explains that workers may file wage claims against current or former employers for wages or other compensation owed.
In California, final pay timing depends on how the job ended. The state’s payday and final wages guidance explains that final wages may be due immediately in some situations and within 72 hours in others.
Being paid a salary does not automatically mean you are exempt from overtime. California’s overtime guidance focuses on whether a worker is nonexempt or exempt under the law, and exemptions depend on more than just being salaried.
California generally requires meal periods for shifts over five hours, and the Labor Commissioner’s guidance explains that when required meal or rest periods are not properly provided, additional pay may be owed.
That fear is common. California says employees, former employees, and applicants have the right to exercise labor rights without retaliation or discrimination, and the Labor Commissioner accepts retaliation complaints.
Yes. The Labor Commissioner states that California labor laws protect workers regardless of immigration status, and the agency says it will not question employees’ immigration status when they seek help under these laws.
