Hommel Law Firm
5620 Old Bullard Rd., #115
“Representing Workers Against Unfair Employers
No matter where you work or what you do, you are always welcome to visit the Hommel Law Firm office in Tyler, Texas. Mr. Hommel will listen to everything you have to say, and then give you his best legal advice. Every potential client receives the firm’s full attention along with open and honest advice about your situation.
If you have experienced discrimination because of a medical condition or disability, national origin, age, race, sex/gender (including sexual harassment) or your religious beliefs, the Hommel Law Firm can help. Mr. Hummel’s services also cover unpaid overtime and unpaid wages. Take advantage of our free 30-minute consultation, and we will give you an honest assessment of your situation. There is no commitment required and no obligation to go any further, so you have nothing to lose. You will see for yourself Mr. Hommel why is so well regarded. After more than 32 years in practice and 100+ trials, Mr. Hommel knows how to get you the results you need and deserve.
Employees Not Paid by the Hour
Unpaid “Meal” Breaks
Miscalculated Overtime Rate
Our overtime lawyer and staff are trained to recognize overtime calculation errors and are available to discuss whether your overtime pay is being calculated correctly.
A tip credit allows your employer to count some of your tips towards its wage payment obligations, but only if you earn enough tips to cover the difference between your reduced wage rate and the normal federal minimum wage. During slow weeks when you make little to no tips, you employer may need to pay you a greater wage to ensure you are at least earning the federal minimum. Employers may forget to ensure minimum wages are earned or may even illegally fail to pay tipped employees any wages. This is illegal, and our lawyers may be able to help if this is happening to you.
Pre-shift “roll calls” are work time. Time spent setting up equipment before the official start time of a shift is work time. Some employees may similarly “stay late” after shifts performing work, and this time must be counted as work time as well. Time spent by an employee cleaning equipment after the close of a shift is work time. Post-shift work time could also include time spent by an employee performing job-related activities “on the way home,” as for example a secretary who drops off the day’s mail at the post office or delivers some paperwork to a customer or supplier. Some employees take work home. That time may well be work time. Similarly, if an employee is contacted at home by telephone for work related reasons, the time spent is work time (and, of course, if an employee is “called back” to work, the time counts as work time). Other activities that must be paid are travel time and idle time. While documentation of the unpaid off-the-clock hours is preferred, an employee may still seek compensation without the documentation, by providing a good faith estimate of their off-the-clock time worked.”