We Fight the Four Pillars of Wage Theft!
1. The Overtime Trap
Working more than 8 hours a day or 40 hours a week? You are owed "Time-and-a-Half." Working more than 12 hours? That's "Double Time." If your boss calls it "staying late to be a team player" without paying the premium, they owe you money.
2. The Misclassification Hustle
Are you really an "Independent Contractor," or does your boss control your schedule, your tools, and your tasks? California’s strict "ABC Test" means most workers are actually employees entitled to benefits, sick leave, and expense reimbursements.
3. The "Working Lunch"
California law is clear: If you work more than 5 hours, you get a 30-minute uninterrupted meal break. If your employer makes you keep your radio on or stay at your desk, they owe you one extra hour of pay for every single day that happens.
4. The "Stay-or-Pay" Debt Trap
As of 2026, many agreements requiring you to pay back training or relocation costs if you quit are illegal (AB 692). Don't let a contract keep you prisoner in a job you want to leave.
No Out of Pocket Cost
We work on a Contingency Fee Basis, which means you pay us $0 unless we recover money for you. This means NO OUT OF POCKET COST TO YOU!
Your employer has a team of lawyers to protect their bottom line.
Who do you have to protect yours?
Is Your Hard Work Being Stolen?
You show up. You put in the hours. You hit the deadlines. But at the end of the month, does your paycheck actually match your effort?
In California, "Wage Theft" isn’t always a dramatic event—it’s often a quiet error in a spreadsheet or a "rounding" policy that eats away at your life. At Spere Law, we don’t just "handle cases." We reclaim what is yours. Whether you are being denied overtime, forced to work through lunch, or told you are an "independent contractor" when you’re clearly an employee, we are the voice for Orange County workers who refuse to be shortchanged.
Are You Getting Paid the New Legal Minimums?
California laws shifted significantly on January 1, 2026. If your employer hasn't updated your pay, they are breaking the law.
The $16.90 Minimum: Every worker in California must now earn at least $16.90/hr.
The $70,304 Threshold: If you are "Salary Exempt" but earn less than $70,304 per year, you may actually be owed overtime pay for every extra hour you've worked.
The 10-Minute Myth: Those "quick" emails after your shift or skipped 10-minute rest breaks aren't just annoying—they are compensable time.