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Employers in New Mexico and West Texas must pay workers for all time that they work, including overtime. You should be fairly compensated for working extra hours, and we will work to see your employer pays the proper amount at the proper time.
Get Your Potential Overtime & Unpaid Wages Reimbursed
Submit your information below to get your FREE consultation.
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Client Testimonials
Meet Our Team
Fernando Bustos
Founding Partner
Brandon Callahan
Associate
Matt Zimmerman
Shareholder
Are you a dedicated employee who's given your time, effort, and energy with overtime?
Federal law requires employers to pay overtime to non-exempt employees for every hour worked beyond 40 in a seven-day work week, including unauthorized overtime.
Overtime pay must be 1.5 times the amount the employee is normally paid per hour, and the money should be included in the next regular paycheck run.
In other words, an employer cannot hold back overtime pay until it’s convenient for them. You should be fairly compensated for working extra hours, and we will work to see your employer pays the proper amount at the proper time.
- Are you a covered, non-exempt employee under the Fair Labor Standards Act (FLSA)?
- Do you work more than 40 hours per week in your job?
- Are you typically paid on an hourly basis?
- Does your employer require or permit you to work overtime hours?
- Are you aged 16 or older?
- Do you work a fixed and regularly recurring workweek of 168 hours, which may start on any day and at any hour?
- Does your regular rate of pay meet or exceed the minimum wage?
- Are you paid extra (time and a half) for hours worked in excess of 40 in a workweek?
- Are you currently not receiving overtime pay for work beyond 40 hours per week?
- Have you been denied overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest?
- Do you believe that your employer has wrongly excluded certain payments from your regular rate of pay?
- Have you received discretionary bonuses, gifts, or payments in the nature of gifts on special occasions from your employer?
- Are there occasional periods when you are not required to work due to vacation, holidays, or illness, but you are not paid for these periods?
How Do I Know If I Qualify?
A Commitment to Employees
You work hard and deserve every cent you make. If improperly denied overtime pay, the employee lawyers at Bustos Law Firm will fight for every cent you've earned. Ignorance of the law on the part of your employer is no excuse. You could receive compensation for the time you have spent working overtime.
Why Choose Bustos Law Firm?
The team at Bustos Law Firm takes pride in representing underdogs in tough cases. Our attorneys have taken on powerful companies and won. We have 67 years of combined legal experience and know how to construct winning arguments that will increase the likelihood of a result where you get the money you deserve. Whether your employer refused to pay overtime, denied promised vacation days or paid less than minimum wage, we will use our knowledge of the law to seek fair compensation for you.
Our Lawyers Have The Experience You Need To Win
We Will Fight Fiercely For The Justice You Deserve
We are experienced employment attorneys, based in Lubbock Texas, serving Texas and New Mexico, who have represented employees who were not paid what they were owed. We have helped our clients collect back pay wrongfully denied to them, as well as compensatory and punitive damages.
ATTORNEY ADVERTISING
Prior results do not guarantee a similar outcome.
The material contained on this webpage is for informational purposes only and is not to be considered legal advice. A lawyer-client relationship is not created by visiting this webpage nor by filling in the form or providing any information.
Can They Do That?
Don't let your hard work go unrecognized. Hayber, McKenna and Dinsmore Advocates are at your service, ready to support your rights to fair pay for every hour worked. We're investigating allegations that Amusement Parks may be neglecting proper compensation for essential activities, such as:
- Security Screenings: Time spent on mandatory security screenings before and after shifts.
- Health Screenings: Required health screenings that eat into your time.
- Uniform / Safety Gear Prep: Preparing your uniform or safety equipment shouldn't be uncompensated.
- Shuttle Travel Time: Your time commuting on shuttle buses matters too.
- Pre-clocking Efforts: Work done before officially clocking in deserves compensation.
- Post-clocking Commitments: Tasks you handle after clocking out should not go unpaid.
- Walk Time: Time spent off the clock walking to and from security check points to work stations.
© 2025 - Bustos Law Firm - All Rights Reserved
Recent Results
Recent
Results
$37,000
Unpaid Overtime
Unpaid Overtime
$77,000
$1,400,000
$22,000
$108,000
$29,000
to a server in a side-work case
$16,000
$30,000
to a server from a local restaurant chain
$22,000
to a server in a side-work case
$50,000
to a server from a local restaurant chain
to a bartender fin a side-work case
$35,000
$30,000
to a server from a local restaurant chain
Some questions to ask yourself to get started:
Did I Work at an Amusement Park? Have I been employed by an Amusement Park in California recently?
Was I Unpaid for Required Activities? Have I not been compensated for essential tasks such as security screenings, health screenings, uniform/safety equipment preparation, shuttle bus travel time, work performed before clocking in, or work done after clocking out? Have you been told NOT to clock in until after you are in the park, and through security?
Did I Work in California or Other Covered States? Did I work in states such as California where wage and hour laws stipulate that employees should be paid for all hours worked, including pre and post-shift activities?
Am I Currently Employed or Was I Employed in the Recent Past? Was I employed by an Amusement park recently or in the past, and did I experience unpaid hours during my time there?
Do I Want to Reclaim My Unpaid Time? Am I interested in seeking fair compensation for the time I spent on these required tasks before and after my shifts?
Am I Seeking Advocacy for My Rights? Do I believe in standing up for my rights as an employee and seeking support from legal advocates to ensure fair pay?
Am I Willing to Take Action? Am I ready to take action to reclaim the compensation that I rightfully deserve for the hours I've worked?
If your answers align with these questions, you might have a strong case for seeking assistance from Hayber, McKenna & Dinsmore. Remember, it's always a good idea to consult with legal professionals to get personalized advice and determine the best course of action for your situation.
If yes, call us today. Cases are forming now for employees like you, trying to get their hard-earned money back.
If you answered "yes" to some or all of these questions, you may have a potential unpaid overtime wage case under the Fair Labor Standards Act. It's important to consult with an attorney specializing in labor law to assess your specific situation and determine if you qualify for legal action against your employer for unpaid overtime wages.
2014 - Present, Thomson Reuters
Ben Casey
Associate
Unpaid Overtime
Unpaid Overtime
Unpaid Overtime
Unpaid Overtime
2014 - Present, Thomson Reuters
Get Your Overtime & Unpaid Wages Reimbursed
Employers in New Mexico and West Texas must pay workers for all time that they work, including overtime. You should be fairly compensated for working extra hours, and we will work to see your employer pays the proper amount at the proper time.
Fernando Bustos
Founding Partner
Brandon Callahan
Associate
Ben Casey
Associate
Matt Zimmerman
Shareholder
Are you a dedicated employee who's given your time, effort, and energy with overtime?
Client Testimonials
- Are you a covered, non-exempt employee under the Fair Labor Standards Act (FLSA)?
- Do you work more than 40 hours per week in your job?
- Are you typically paid on an hourly basis?
- Does your employer require or permit you to work overtime hours?
- Are you aged 16 or older?
- Do you work a fixed and regularly recurring workweek of 168 hours, which may start on any day and at any hour?
- Does your regular rate of pay meet or exceed the minimum wage?
- Are you paid extra (time and a half) for hours worked in excess of 40 in a workweek?
- Are you currently not receiving overtime pay for work beyond 40 hours per week?
- Have you been denied overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest?
- Do you believe that your employer has wrongly excluded certain payments from your regular rate of pay?
- Have you received discretionary bonuses, gifts, or payments in the nature of gifts on special occasions from your employer?
- Are there occasional periods when you are not required to work due to vacation, holidays, or illness, but you are not paid for these periods?
How Do I Know If I Qualify?
If you answered "yes" to some or all of these questions, you may have a potential unpaid overtime wage case under the Fair Labor Standards Act. It's important to consult with an attorney specializing in labor law to assess your specific situation and determine if you qualify for legal action against your employer for unpaid overtime wages.
A Commitment to Employees
You work hard and deserve every cent you make. If improperly denied overtime pay, the employee lawyers at Bustos Law Firm will fight for every cent you've earned. Ignorance of the law on the part of your employer is no excuse. You could receive compensation for the time you have spent working overtime.
Our Lawyers Have The Experience You Need To Win
We Will Fight Fiercely For The Justice You Deserve
We are experienced employment attorneys, based in Lubbock Texas, serving Texas and New Mexico, who have represented employees who were not paid what they were owed. We have helped our clients collect back pay wrongfully denied to them, as well as compensatory and punitive damages.
ATTORNEY ADVERTISING
Prior results do not guarantee a similar outcome.
The material contained on this webpage is for informational purposes only and is not to be considered legal advice. A lawyer-client relationship is not created by visiting this webpage nor by filling in the form or providing any information.