Migliaccio & Rathod LLP is investigating whether workers employed on construction and renovation projects at a Washington, DC university were denied overtime, prevailing wages, proper employee status, or pay for all required time.
What is the issue?
University projects may include dormitories, classrooms, laboratories, libraries, athletic facilities, dining spaces, hospitals, administrative offices, utility systems, and historic-building renovations.
These projects can involve a construction manager or general contractor, numerous specialty subcontractors, lower-tier labor providers, and temporary staffing companies. Workers may be paid by a company whose name is unfamiliar to the DC university and may move between campus projects without receiving accurate overtime.
Some projects may also be subject to special wage requirements depending on public funding, government agreements, or contract terms.
Workers may have experienced:
- Employee misclassification and issuance of a Form 1099.
- No overtime for hours over 40.
- Hours divided among different campus projects.
- Flat daily rates for extended or overnight shifts.
- Unpaid security, badge, orientation, or building-access time.
- Unpaid travel between campus buildings.
- Missing prevailing wages on qualifying projects.
- Incorrect trade classifications.
- Deductions for parking, transportation, tools, uniforms, or safety equipment.
- No paid sick and safe leave.
Signs you may be affected
- You worked on the construction or renovation of a Washington, DC university campus including dormitories, classrooms, laboratories, athletic facilities, hospitals, or administrative buildings.
- You worked for a subcontractor, staffing company, labor broker, or specialty contractor rather than directly for the project’s general contractor.
- You were paid a flat daily rate or received a Form 1099 even though your work was directed by a foreman or superintendent.
- You worked more than 40 hours in a week but did not receive proper overtime pay.
- Your paycheck did not include the required prevailing wage, contract wage, or all hours you worked.
- Your employer split your hours among multiple campus projects or payroll entities when calculating overtime.
The university itself may not be the worker’s employer. D.C. law may nevertheless impose responsibility on contractors above the company issuing the paycheck.
If you performed construction, renovation, installation, demolition, cleanup, material-handling, landscaping, logistics, or other site-support work on a DC university campus and believe you were misclassified or underpaid, please contact Migliaccio & Rathod LLP through the form below, by email at [email protected], or by telephone at (202) 470-3520.