--- title: "DOL Recovers $293K in Back Wages for 56 Construction…" canonical: "https://www.metaintro.com/blog/dol-recovers-293k-back-wages-construction-workers-overtime" language: "en" author: "henryrussel" published: "2026-03-10T11:30:00.000Z" modified: "2026-10-02T19:17:37.913Z" --- [Back to Blog](/blog) [News](/blog/tag/news)[Information](/blog/tag/information) # DOL Recovers $293K in Back Wages for 56 Construction Workers Denied Overtime The Department of Labor recovered $293K in back wages after an Idaho construction company denied 56 workers overtime pay. Know your rights under the FLSA. [![Henry Russell](https://cdn.metaintro.com/rs:fill:40:40/q:72/plain/images/f5e58760-861d-453c-8acc-e70ec1958bd8_1766029465093.png)Henry Russell @henryrussell](/blog/author/henryrussel) [March 10, 2026](/blog/archive/2026/03)Updated October 2, 202611 min read ![DOL Recovers $293K in Back Wages for 56 Construction Workers Denied Overtime](https://cdn.metaintro.com/rs:fill:1200:675/q:78/plain/images/constructionworker-2.png) [https://x.com/intent/tweet?text=DOL%20Recovers%20%24293K%20in%20Back%20Wages%20for%2056%20Construction%20Workers%20Denied%20Overtime&url=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fdol-recovers-293k-back-wages-construction-workers-overtime](https://x.com/intent/tweet?text=DOL%20Recovers%20%24293K%20in%20Back%20Wages%20for%2056%20Construction%20Workers%20Denied%20Overtime&url=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fdol-recovers-293k-back-wages-construction-workers-overtime)[http://www.facebook.com/sharer.php?u=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fdol-recovers-293k-back-wages-construction-workers-overtime](http://www.facebook.com/sharer.php?u=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fdol-recovers-293k-back-wages-construction-workers-overtime)[https://www.linkedin.com/sharing/share-offsite/?url=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fdol-recovers-293k-back-wages-construction-workers-overtime&title=DOL%20Recovers%20%24293K%20in%20Back%20Wages%20for%2056%20Construction%20Workers%20Denied%20Overtime](https://www.linkedin.com/sharing/share-offsite/?url=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fdol-recovers-293k-back-wages-construction-workers-overtime&title=DOL%20Recovers%20%24293K%20in%20Back%20Wages%20for%2056%20Construction%20Workers%20Denied%20Overtime)[mailto:?subject=DOL%20Recovers%20%24293K%20in%20Back%20Wages%20for%2056%20Construction%20Workers%20Denied%20Overtime&body=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fdol-recovers-293k-back-wages-construction-workers-overtime](mailto:?subject=DOL%20Recovers%20%24293K%20in%20Back%20Wages%20for%2056%20Construction%20Workers%20Denied%20Overtime&body=https%3A%2F%2Fwww.metaintro.com%2Fblog%2Fdol-recovers-293k-back-wages-construction-workers-overtime) The [U.S. Department of Labor](https://www.dol.gov/) has recovered more than $293,000 in back wages for 56 construction workers in Idaho after their employer was caught deliberately withholding overtime pay. The case against Speedy's Framing LLC in Nampa is a stark reminder that wage theft remains one of the most persistent threats facing workers in physically demanding industries — and that federal enforcement agencies are actively pursuing violators. Whether you work in construction or any other field, understanding your overtime rights is essential to protecting your paycheck. Here at [Metaintro](https://www.metaintro.com), we believe every worker deserves to be paid fairly for every hour they put in, and knowing the law is the first step toward making that happen. ## What Happened With Speedy's Framing LLC? On March 9, 2026, the [U.S. Department of Labor's Wage and Hour Division](https://www.dol.gov/agencies/whd) announced that it had recovered $293,698 in back wages for 56 employees of Speedy's Framing LLC, a construction company based in Nampa, Idaho. The investigation found that the company had systematically violated the [Fair Labor Standards Act](https://www.dol.gov/agencies/whd/flsa) (FLSA) by failing to pay workers the legally required overtime premium for hours worked beyond 40 in a workweek. Instead of paying time-and-a-half — the standard overtime rate required by federal law — Speedy's Framing paid its workers straight-time rates for all hours, regardless of how many they worked. The investigation also uncovered that the company failed to compensate at least one foreman for travel time between the company shop and job sites, which is considered compensable work time under the FLSA. The back wages owed to individual workers ranged dramatically, from as little as $90 to as much as $32,047 per person. That upper figure represents thousands of dollars in stolen earnings from a single worker — money that should have been in their paycheck all along. Because the violations were classified as willful — meaning the employer knew about the law and chose to ignore it — the [Department of Labor](https://www.dol.gov/) also assessed a $24,795 civil money penalty on top of the back wages. Willful violations carry harsher consequences because they indicate a deliberate pattern of non-compliance rather than an honest mistake. "The U.S. Department of Labor is determined to hold employers accountable, particularly when they deliberately attempt to evade the law by denying workers overtime pay," said Katherine Walum, Wage and Hour Division District Director. As part of the resolution, Speedy's Framing LLC agreed to comply with FLSA overtime and recordkeeping requirements going forward. ## How Common Is Wage Theft in the Construction Industry? The case against Speedy's Framing LLC is far from an isolated incident. Wage theft — the practice of employers not paying workers what they are legally owed — is a systemic problem across the United States, and the construction industry is one of the hardest-hit sectors. According to research compiled by the [Economic Policy Institute](https://www.epi.org/), wage theft costs American workers an estimated $50 billion annually. To put that in perspective, that figure exceeds the total value of all robberies, burglaries, larcenies, and motor vehicle thefts combined in the United States. Wage theft is, by dollar amount, the largest form of theft in the country. Construction workers face particularly high vulnerability. Studies have found that roughly one in five construction workers experiences some form of wage violation, whether it involves unpaid overtime, misclassification as an independent contractor, off-the-books payments, or outright failure to pay for hours worked. A landmark study of three major U.S. cities found that more than 70% of residential construction workers had experienced not being paid overtime or not being compensated for off-the-clock work. The problem is compounded by worker misclassification. An estimated 1.2 million construction workers are paid off the books entirely, while another 300,000 are misclassified as independent contractors — a designation that strips them of overtime protections, workers' compensation coverage, and unemployment insurance benefits. In states like Texas, as many as 35% of construction workers are estimated to be misclassified. The [Department of Labor's Wage and Hour Division](https://www.dol.gov/agencies/whd) has made construction industry enforcement a priority. In January 2026 alone, the division announced the recovery of $259 million in back wages for nearly 177,000 employees across all industries — a sign that federal enforcement activity remains robust even as policy debates continue in Washington. For workers in the construction industry, the message is clear: wage theft is not a cost of doing business. It is illegal, and the federal government has the tools and the mandate to pursue employers who violate the law. ## What Are Your Overtime Rights Under Federal Law? Understanding your overtime rights is the most important step you can take to protect yourself from wage theft. The [Fair Labor Standards Act](https://www.dol.gov/agencies/whd/flsa) establishes the baseline protections that apply to most American workers, regardless of which state you live in. **The 40-hour threshold.** Under the FLSA, any non-exempt employee who works more than 40 hours in a single workweek must be paid at a rate of one and one-half times their regular rate of pay for every additional hour. This is commonly known as "time-and-a-half." If your regular hourly rate is $25, your overtime rate must be at least $37.50 per hour. **Who qualifies.** The vast majority of hourly construction workers are classified as non-exempt under the FLSA, which means they are entitled to overtime pay. Certain salaried employees in executive, administrative, or professional roles may be exempt, but the exemptions are narrowly defined. If your employer tells you that you are "exempt" from overtime, it is worth verifying whether that classification is accurate. **Travel time counts.** As the Speedy's Framing case demonstrated, travel time between a central location (like a company shop) and a job site during the workday is generally considered compensable work time. Employers cannot require you to report to one location and then travel to another without counting that time toward your hours worked. **Recordkeeping is required.** Employers are legally required to maintain accurate records of hours worked and wages paid for all non-exempt employees. If your employer does not track your hours, asks you to work off the clock, or pressures you to underreport your time, those are red flags that wage violations may be occurring. **State laws may offer more.** While the FLSA sets the federal floor, many states have their own wage and hour laws that provide additional protections. Some states require daily overtime (pay for hours worked beyond eight in a single day), while others have higher minimum wage rates or stronger enforcement mechanisms. Workers should familiarize themselves with both federal and state laws to understand the full scope of their protections. **No retaliation allowed.** It is illegal for an employer to fire, demote, reduce hours, or otherwise retaliate against a worker for filing a wage complaint, participating in an investigation, or exercising their rights under the FLSA. Retaliation protections exist precisely to ensure that workers can speak up without fear of losing their livelihood. ## How Can You Report Wage Violations? If you believe your employer is not paying you correctly for overtime or is engaging in other wage violations, you have several options for taking action. The process is designed to be accessible and confidential. **File a complaint with the Wage and Hour Division.** The most direct route is to contact the [DOL's Wage and Hour Division](https://www.dol.gov/agencies/whd/contact/complaints) by calling their toll-free helpline at 1-866-487-9243. You can also visit one of more than 200 WHD field offices across the country or submit a complaint online through [Worker.gov](https://www.worker.gov/actions-whd-claim/). The helpline is available Monday through Friday, 8 a.m. to 5 p.m. in your local time zone, and assistance is available in over 200 languages. **Your identity is protected.** All complaints filed with the Wage and Hour Division are confidential. Your name and the nature of your complaint are not disclosed to your employer unless it becomes necessary to pursue the case — and even then, only with your permission. **No cost to you.** Filing a complaint with the DOL is completely free. You do not need a lawyer to initiate the process. The Wage and Hour Division will investigate on your behalf and, if violations are found, will work to recover the wages you are owed. **Consider a private lawsuit.** In addition to filing a federal complaint, workers also have the right to bring a private civil action against their employer for FLSA violations. This route may be appropriate in cases involving significant damages or when workers want to pursue liquidated damages (an additional amount equal to the back wages owed, effectively doubling the recovery). Many employment attorneys handle these cases on a contingency basis, meaning you pay nothing upfront. **Document everything.** Regardless of which route you choose, keeping your own records of hours worked, pay stubs, and any communications with your employer about scheduling or pay is invaluable. Your personal documentation can serve as critical evidence if a dispute arises. **Time limits apply.** Under the FLSA, you generally have two years from the date of the violation to file a claim, or three years if the violation was willful (as in the Speedy's Framing case). Do not wait to take action if you suspect your wages are being stolen — the clock starts running from the date of each individual pay period. The Department of Labor's enforcement actions demonstrate that the system works when workers come forward. The $293,698 recovered for the 56 workers at Speedy's Framing LLC happened because someone reported the problem. Your complaint could be the one that triggers an investigation and recovers wages for you and your coworkers. --- ## People Also Asked **Q: What is the penalty for not paying overtime in the United States?** **A:** Employers who violate overtime provisions of the Fair Labor Standards Act can be required to pay back wages, liquidated damages (an amount equal to the back wages owed), and civil money penalties of up to $2,451 per violation. Willful violations — where the employer knowingly broke the law — can result in criminal prosecution with fines up to $10,000 and, for repeat offenders, imprisonment. The Department of Labor can also assess additional penalties and require employers to change their pay practices going forward. **Q: Can undocumented workers file wage theft complaints?** **A:** Yes. The Fair Labor Standards Act protects all workers regardless of immigration status. If you performed work for an employer, you are entitled to be paid for that work at the legally required rate, including overtime. The Department of Labor's Wage and Hour Division investigates complaints without regard to a worker's immigration status, and complaints are kept confidential. Employers who exploit immigration status to avoid paying wages are violating federal law. **Q: How long does a DOL wage theft investigation take?** **A:** The timeline varies depending on the complexity of the case, the number of workers involved, and the employer's level of cooperation. After you file a complaint, the Wage and Hour Division typically contacts you within two business days to discuss the next steps. Simple cases may be resolved in a few months, while more complex investigations involving multiple violations or large numbers of employees can take six months to a year or longer. Workers are encouraged to file as soon as possible since the statute of limitations is two years (or three years for willful violations). --- Know your rights — and know that you are not alone. Whether you are dealing with unpaid overtime, misclassification, or any other workplace issue, [Metaintro](https://www.metaintro.com) is here to help you navigate the job market with confidence. 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