Unmasking the Myths: Understanding the Contingency Fee in FLSA Cases with Herrmann Law

 In Employment Law, Overtime Law, Wage Law

Understanding the Contingency Fee

If you have you ever found yourself wondering whether you’re being adequately compensated for your work in the restaurant industry, then it is just as important that you find a lawyer who will take your case on a contingency fee.

The Fair Labor Standards Act (FLSA) exists to protect employees from wage theft and other unfair labor practices. But the idea of taking legal action can be daunting, especially when faced with misconceptions about the cost of legal representation and the quality of attorneys available to employees.

In this post, we will debunk these misconceptions and shed light on how contingency fees work in FLSA cases. Specifically, we’ll show you that law firms like Herrmann Law are not only affordable but are home to some of the best attorneys in the country, who are eager to champion your rights.

hiring a contingency fee lawyer

Myth 1: I Can’t Afford a Lawyer

The first myth we need to debunk is the idea that legal representation is too expensive for the average worker. At Herrmann Law, we operate on a contingency fee basis for all FLSA cases. But what does this mean?

In a contingency fee arrangement, your lawyer’s payment is contingent, or depends, on winning your case. If you don’t win, you don’t pay attorney’s fees. This is a significant advantage for employees who may not have the funds upfront to pay for legal representation.

But it gets even better. In an FLSA case, attorney’s fees are in addition to the amount the employee is entitled to recover. This means that your lawyer’s fees won’t cut into the money you are owed from your employer. If we win your case, your employer will be required to pay both your unpaid wages AND will be required to pay our attorney’s fees.

Myth 2: I’ll Be Responsible for My Employer’s Legal Fees if I Lose

Another common fear is that if you take your employer to court and lose, you’ll be saddled with their legal fees. Fortunately, this is not the case. The FLSA’s fee-shifting provision only applies to a prevailing employee and does not apply if the employer prevails. In other words, even if you lose your case, you will not be responsible for paying your employer’s attorney’s fees.

Myth 3: My Employer’s Lawyers Will Be Better

The last misconception we’ll address is the idea that the attorneys employed by large corporations or business interests are inherently superior to those who represent employees. This couldn’t be further from the truth.

At Herrmann Law, we are proud to house some of the best attorneys in the country. Our legal team has a wealth of experience and a proven track record in successfully representing employees in FLSA collective actions, specifically those involving servers and tip credit violations. Our attorneys are dedicated, skilled, and relentless in pursuing justice for our clients.

Contact the Employment Attorneys at Herrmann Law

So, don’t let these myths hold you back. If you believe your rights under the FLSA have been violated, reach out to Herrmann Law. We’re here to represent you, and remember, if we take your case on a contingency fee, we won’t charge a dime unless we win your case.

Contact Herrmann Law today to discuss your case and learn how we can help protect your rights. Call us at 817-479-9229 or submit your information online.


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