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We are experts in recovering unpaid wages.  It is all we do. All day. Each day. Every day.  We have recovered millions of dollars from employers on behalf of individuals like you.  We know what works and we know how to make employers listen.  We are specialists in problem-solving and communicating your story in the most effective way possible.  We know that:

  • The  employer-employee relationship is a complicated one;
  • You may be thankful for your job and enjoy what you do (or did);
  • Employers often take advantage of employees by not paying them properly or retaliating against them;
  • Employers may expect you to remain quiet and not complain.

This is against the law.  It probably makes you mad.  It certainly makes us mad. Well, we are here to help you fight back.

Jason Conway has more than a decade of experience representing workers who are owed wages and have been retaliated against by employers.  Conway Legal was founded to provide exceptional legal representation to workers in need. It starts with listening to your situation, offering our candid advice, communicating solutions that work, and moving heaven and earth to make sure we can achieve the best result for you.  We are deeply committed to giving you the best and most cost-effective legal representation available and we work on a contingency, no-win, no-fee basis which means that unless we recover money for you then you do not pay us a dime.

Wage and Hour Claims

Generally, and unless properly classified as exempt, federal law requires that all employees be paid:

  1. Minimum wage (for all hours worked up to 40 in a work week); and
  2. Overtime compensation (for all hours worked over 40 in a work week).

Federal law also protects employees from retaliation by their supervisor, boss, or employer if they complain about not being paid properly.  Whatever your issue, we have seen it all.

For example, we routinely see cases of individuals who have been misclassified as exempt “executives,” such as assistant store managers, when in reality they are nothing but glorified sales associates, stockers, or cashiers who, like their hourly-paid colleagues, should be paid overtime for working more than 40 hours a week.  We call this a “misclassification” claim – you may know it as:

HELP – I’m doing the same work as hourly employees but I’m not being paid overtime.

We also see employees who have been misclassified as exempt managers during the time they are training to become a manager.  Training to become a manager, however, does not mean you are a manager.  This, in turn, means that you are not exempt from overtime. Again, we call this a “misclassification” claim because you are not performing the tasks of a real manager (which determines whether you are exempt or not from overtime).  You may know it is as:

HELP – I’m learning to become a manager and I’m not being paid overtime for training.

The other type of claim we often see is when employees work “off-the-clock” but are not paid for all hours worked.  This occurs when employees are classified as “non-exempt” (and entitled to receive overtime compensation), but in order to avoid paying overtime they are required by their manager, boss, or employer to record on their timesheets that they worked less hours than they actually did.  We call this an “off-the-clock” claim – you may know it as:

HELPI’m working off-the-clock and not being paid for all my hours.

Not only do we represent employees with misclassification and off-the-clock claims, we also represent women who have been paid less than men for performing comparable types of work.  Think women versus men as managers, women versus men as delivery drivers versus, or women versus men as professionals. We can send a man to the moon but, if it were a woman, it is likely she will be paid less.  It is also against the law. We know this as an “equal pay act” claim – you may know it as:

HELPI’m not being paid the same as others.

Significantly, we do what many other attorneys do not – we represent workers who have been retaliated against by their manager, boss, supervisor, or employer for complaining about a pay violation – be it, I’m not being paid overtime (including for training), I’m working off-the-clock, or I’m not being paid the same as others.  It is against federal law for a manager, boss, supervisor or employer to retaliate against you for making such a complaint to them. Retaliation takes many forms, including demotion, discipline, write-up, less shifts (or less desirable shifts), and termination. We call this a “retaliation” claim – you may know it simply as:

HELPI was retaliated against by my employer.

We represent workers who have been retaliated against by their employer for complaining about not being paid properly.  Whether you were required to work off-the-clock, or asked for overtime because you perform the same type of work as those who receive it, it is illegal for your employer, including your supervisor, to discipline, demote, or fire you, or reduce your hours, give you unfavorable working shifts, or a negative performance review, because you complained to them about how you were paid.

We have represented some of the most vulnerable and least protected workers in the country who have been retaliated against by their employer.  These folks deserve our utmost respect for a (hard) job well done – they do not deserve a pink slip and loss of wages for asking for their rightful wages.  This is where Jason Conway excels – he blows the lid on corporate wrongdoing. We fight only for workers – if you have been retaliated against, call Jason Conway.

We Represent Clients in a Range of Industries

We represent workers in a range of industries, including:

As a result of our specialized wage and hour practice, we know more about these industries than most lawyers.  We understand the nitty-gritty of how each works. This means we understand how your employer may be breaking the law . We know what to look for and how to look for it.  If you believe your employer is stealing your wages, call us today at 215-278-4782, submit a case evaluation form, or email us at for a free, confidential, and no-obligation consultation with Jason Conway.  You may be entitled to compensation.