Are you owed pay from a Long Beach job?
Unpaid overtime, missed meal or rest breaks, off-the-clock work and unreimbursed expenses may be unlawful. Retaliation after you asked about pay may be unlawful too.
If your workplace rights were violated, you may be able to pursue the wages you earned and, where the law provides, penalties and interest.
Not sure the math is off? You can request a review even without your pay records in hand.
What wage theft can look like, and what the law calls it.
Wage violations are usually quiet and routine, a timekeeping habit, a job title, a 'that's just how we do it.' What matters is whether you were paid what the law requires for the hours you actually worked.
I clock out when the schedule says, then keep working, because the work isn't done.
The law calls it → possible off-the-clock work
- I regularly work through breaks because there's no coverage. The law calls it → possible missed-break violation
- I'm salaried with a manager title, but I do the same work as the hourly crew. The law calls it → possible misclassification
- My hours changed after I asked about my pay. The law calls it → possible retaliation
- The board says a ten-hour shift, but gate lines and container checks start before I clock in and the yard isn't clear until after I clock out. The law calls it → possible off-the-clock work and unpaid overtime
These cover unpaid overtime, off-the-clock work, missed meal and rest breaks, misclassification (exempt or contractor), unpaid final wages, retaliation for raising pay issues, in any industry. If something here is familiar, you don't have to be sure before you ask.
Illustrative situations, not client accounts.
Most nonexempt Long Beach workers must be paid for every hour on the clock, with California overtime past eight hours a day or forty a week, duty-free meal and rest breaks, accurate pay stubs, business-expense reimbursement, and prompt final wages. Many statutory claims reach back three years, though restitution and wage-statement penalties run on separate clocks.
What could taking action help you recover?
Depending on the facts, legal action may help recover unpaid wages, address missed breaks and off-the-clock work, and correct the practice going forward. Available remedies depend on the facts and applicable law; no outcome is guaranteed.
Unpaid wages or overtime
Hours worked but never paid, including overtime premiums, may be recoverable for the statutory period.
Missed-break and off-the-clock pay
Compensation may be available for missed meal or rest periods and for work performed before or after the clock.
Expense reimbursement and related pay
Necessary work expenses, and wages tied to them, may be reimbursable depending on the state and the facts.
Statutory relief where applicable
Some claims carry interest, statutory amounts, or fee-shifting; which apply depends on the claim and jurisdiction.
You do not need complete pay records, or certainty that your paycheck was wrong, before asking what your options are.
Common concerns we hear from workers about pay
I do not have complete time records.
Employers generally must keep time and pay records. Missing records are common in these cases, and schedules, messages, badge data, and coworker accounts can help reconstruct hours.
I was paid a salary.
A salary or job title does not by itself make you exempt from overtime. Exemption generally depends on your actual duties and pay, not the label.
I signed an arbitration agreement.
An arbitration agreement can change where a claim is heard, not necessarily whether you have one. It is worth reviewing before assuming it closes the door.
I still work there.
You can ask questions while still employed. Retaliating against a worker for asserting wage rights may itself be unlawful.
Some of the work happened before or after my shift.
Time an employer knows or should know is being worked, including pre-shift and post-shift tasks, may be compensable.
Avi Kreitenberg
Shareholder · Admitted in California
Avi Kreitenberg represents California workers in wage-and-hour class actions, including unpaid overtime, missed breaks, and expense-reimbursement matters. He is licensed in California and Washington.
Read Avi's full bio →Selected wage-and-hour class and representative action results.
$17M
Health-care workforce · approximately 30,000 workers · Meal and rest break class action
Proposed settlement · preliminary approval granted
$16M
Health-care workforce · approximately 23,900 workers · Meal and rest break class action
Final approval
$14M
Grocery workforce · California · Rest break PAGA settlement
Final · co-lead counsel
$10.94M
Health-care workforce · approximately 11,600 workers · Meal break class action
Final approval
Prior results do not guarantee a similar outcome. Every case is different; the value and outcome of your matter will depend on its specific facts.
What happens after you reach out?
You don't need documents, a lawyer-ready story, or even certainty that what happened was illegal.
- 01
Talk with us
A short initial conversation about what happened and when.
- 02
We assess the record
We identify possible claims, deadlines and evidence that may matter.
- 03
If we take the case
We handle the filing strategy, negotiations and litigation.
Deadlines can depend on where and how you file
California and federal claims may follow different filing routes. These are general time limits, not sequential steps.
Generally, for many statutory California wage claims.
Potentially, for restitution through California's unfair-competition claim.
Generally, for the shorter wage-statement-penalty claim.
Other claims and exceptions may have different or shorter deadlines. Contact counsel promptly so the applicable dates can be reviewed.
California Labor Code and IWC Wage Orders
Cal. Lab. Code §§ 201–204, 226, 510, 512, 1194; applicable IWC Wage Order
Primary source, Cal. Lab. Code §§ 201–204, 226, 510, 512, 1194; applicable IWC Wage Order ↗Share what happened in about two minutes. The firm will review your submission and contact you about possible options and next steps. There is no cost or obligation to request a review.
Deadlines and filing issues for workers in Long Beach.
- Each short paycheck can open its own window, delay does not just postpone a case, it can push the earliest unpaid weeks past the point where they can be recovered.
- California's familiar three-year period is not the only clock, an unfair-competition restitution theory can reach back four years, while a wage-statement-penalty claim runs on a shorter one-year clock.
- The federal FLSA generally allows two years, or three for a willful violation, a separate and often shorter window than the California options.
- A salary, a supervisor title, or a signed contractor agreement does not settle whether you were classified correctly; the actual work performed and the governing legal test decide that.
Where do you file a wage and hour claim in Long Beach?
California Labor Commissioner, Division of Labor Standards Enforcement
California wage claims may be filed online, by email, by mail, or in person. The office below is the Los Angeles district office; other cities should use the filing link if no matching district office is listed.
State wage-claim filing →U.S. Department of Labor, Wage and Hour Division, Los Angeles District Office
There is no separate Wage and Hour Division district office in Long Beach; the city is in Los Angeles County and served by the Los Angeles District Office. Most workers file online or by phone.
312 N. Spring Street, Suite 701Los Angeles, CA 90012
(213) 894-6375 WHD complaint / inquiry form →
Los Angeles County Superior Court
Governor George Deukmejian Courthouse275 Magnolia Avenue
Long Beach, CA 90802
The filing path, step by step
- 1Gather your schedules, timecards or gate logs, pay stubs, written pay and break policies, texts about work before or after a shift, and your own honest estimate of the hours you actually worked.
- 2For a California wage claim, use the Labor Commissioner's wage-claim process or the DLSE Long Beach office at 300 Oceangate, 3rd Floor. The state route can address unpaid wages, overtime, meal and rest premiums, reimbursement, and final pay.
- 3For a federal minimum-wage or overtime issue, reach the U.S. Department of Labor Wage and Hour Division through its online complaint form, by phone, or via the Los Angeles District Office at 312 N. Spring Street, Suite 701, which covers Long Beach.
- 4Long Beach also sets its own rules, a citywide hotel-worker minimum wage (Measure RW) and housekeeper workload protections, that can apply on top of state and federal law. A lawyer can sort out which route and remedy fit your pay practice, individually or on a class or representative basis.
Wage-and-hour information in other California cities
- FresnoWage-and-hour information
- Los AngelesWage-and-hour information
- Orange CountyWage-and-hour information
- RiversideWage-and-hour information
- SacramentoWage-and-hour information
- San BernardinoWage-and-hour information
Asked by Long Beach workers.
I'm salaried at a Long Beach company but do the same work as the hourly crew, could I still be owed overtime?
Possibly. A salary and a title do not by themselves create an overtime exemption. Your real duties, level of discretion, salary amount, and the applicable California and federal tests control. Keep your schedules and a description of what a typical week actually involves.
My employer logs a meal break even on days I keep working the floor, what should I keep?
Save time records, schedules, messages showing no one covered you, and notes marking the days you worked through or had a break cut short. California generally provides meal and rest protections for most nonexempt employees, subject to the governing rules and exceptions.
Should I go to the California Labor Commissioner or the U.S. Department of Labor?
The California Labor Commissioner handles covered state wage claims, while the U.S. Department of Labor Wage and Hour Division enforces federal law, including the FLSA. The same facts may support both, but their coverage, remedies, and deadlines are not identical.
Can one Long Beach worker bring a wage case that covers the whole crew?
Sometimes. When a single timekeeping, break, reimbursement, or classification practice affects workers the same way, a claim may be brought on behalf of a class or through another representative procedure, subject to that procedure's requirements.