Anita Kelley Law handles unpaid-wage, overtime, exemption, and employee-versus-contractor classification matters. Wage cases depend on the work actually performed, hours, pay method, records, and the state and federal rules that apply.

Common wage-and-hour questions

• Unpaid regular wages, final pay, commissions, or other promised compensation
• Hours worked before or after a shift, during breaks, remotely, or off the clock
• Overtime calculations and whether an exemption actually applies
• Whether a worker labeled an independent contractor is legally an employee
• Retaliation after asking about pay or asserting wage rights

Pay labels do not end the analysis

Being paid a salary or called a contractor does not by itself decide whether wage protections apply. Keep pay stubs, schedules, time records, written agreements, and your own lawful record of hours and work performed.

Official information and related resources

• New Mexico Department of Workforce Solutions Wage and Hour
• U.S. Department of Labor overtime guidance
• U.S. Department of Labor worker-classification fact sheet

Common questions

Does a salary automatically eliminate overtime rights?

No. Pay method alone does not decide whether an exemption applies. Duties, compensation, and the governing state and federal rules matter.

Does an independent-contractor label decide worker status?

No. The actual working relationship controls under the applicable legal test, not merely the title in an agreement.

What wage records should an employee keep?

Keep pay stubs, schedules, time records, written pay terms, classifications, relevant communications, and a lawful contemporaneous record of hours worked.