Gallo LLP serves businesses, executives, and consumers alike, making winning arguments privately and in state and federal courts. Our results speak for themselves. See our awards and testimonials on our main website and on Ray's AVVO.com profile. Our partners' lifetime winning percentage in trials to verdict exceeds 87% and our plaintiffs' recoveries exceed $100 million.

(The results of these cases depended upon their unique facts and the law applicable to them. These outcomes do not constitute a guarantee, warranty, or prediction of the outcome of any other matter or matters. They do, however, reflect something about our judgment as to when to go to trial, instead of settling, and our ability to achieve the anticipated result when we do go to trial.)

With vigorous advocacy, we’ve achieved remarkable success for our clients in class action and employment litigation.

LEADING NORTHERN CALIFORNIA WAGE AND HOUR ATTORNEYS

Wynne Law Firm works to ensure California employees are receiving the wages and benefits they are entitled to under the law. We’ve helped our clients recover both earned and unpaid overtime as a result of misclassification and from off-the-clock work.

We have won rulings for employees who were:

Refused meal and rest breaks
Subjected to unlawful deductions from their wages
Not reimbursed for business related expenses
Not paid all of their wages and vacation time upon termination
Some employers seek to deny their employees the full protections and legally mandated benefits afforded under the law by calling them “independent contractors.” As a result, these employers engage in unfair competition with other employers who follow the law, and in turn hurt all citizens by not paying their fair share of taxes to governmental authorities.

Wynne Law Firm has the expertise and resources to uncover whether employees are being improperly and illegally classified as independent contractors.

In California, both the Labor code and the Industrial Welfare Commission’s Wage Orders set out the law governing employment relationships, outlining both the duties that employers owe to their employees as well as the rights of employees.

Sometimes these cases involve simple, straightforward legal and factual issues—and sometimes not. Unlike termination or discrimination cases that involve issues of intent, wage and hour cases usually stem from an inadvertent failure to comply with technicalities, such as not paying for mileage for the use of an employee’s personal vehicle to make bank deposits, or not including the calculation of all hours worked on an employee’s paycheck stub.

Because these rights are statutory, employers are generally held to a strict standard of compliance.

Wage and Hour violations by employers can arise in the following areas:

Misclassifying employees as exempt from overtime pay
Misclassifying employees as independent contractors
Errors in wage and hour calculations
Failure to pay for or denial of meal and rest breaks
Failure to reimburse employees for work related expenses
Failure to comply with minimum wage laws
Failure to provide accurate wage statements
Failure to timely pay proper amounts or all wages when due
Failure to provide final wages at termination, whether by resignation, layoff or firing
Failure to pay or improper calculation of vacation pay and time off
Failure to pay sales commissions
Failure to include commissions or bonuses in calculation of overtime pay