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Compliance with federal and state wage and hour laws continues to challenge employers, and the number of federal wage and hour lawsuits filed under the Fair Labor Standards Act (FLSA) and similar state laws has skyrocketed.

The resulting class and collective action litigation involves challenges to almost every aspect of employee compensation practices and is aggressively pursued by plaintiffs’ attorneys.

Vinson & Elkins attorneys combine a deep understanding of wage and labor practices with the broad experience of defending high-stakes class actions and complex multi-district litigation across the country. Our team regularly defends complex wage and hour litigation, including collective actions, involving almost every aspect of the law, such as claims of misclassification, off-the-clock work, improper calculation of overtime, and improper use of independent contractors.

In addition, we work closely with clients to prevent litigation and proactively evaluate compliance with a comprehensive set of risk-mitigation tools, such as pay-practice audits, policy development and review, and employee training.

Experience

  • (S.D. Tex.) – Representing a major Oilfield Services company in defending numerous putative collective and class actions, as well as individual claims, primarily alleging misclassification of employees who provide specialized services in the field. Several claims have been dismissed, some have been settled on a favorable basis, and others remain pending

  • Represented distributor of consumables in DOL wage and hour investigation, advised with respect to wage and hour matters, and obtained closure with no penalties assessed

  • (E.D. Tex.; W.D. Tex.) – Represented an Oil and Gas Equipment and Services company in a putative collective action alleging that engineers and/or specialists were improperly classified as exempt under the Fair Labor Standards Act (FLSA) and thus entitled to significant amounts of overtime pay; and that operators receiving allegedly non-discretionary bonuses had their overtime pay improperly calculated. This matter was settled on confidential terms without a class being certified

  • (S.D. Tex.) – Representing an Oil and Gas Equipment and Services company in a putative collective action alleging improper classification under the Fair Labor Standards Act (FLSA) and that operators receiving allegedly non-discretionary bonuses had their overtime pay improperly calculated

  • (S.D. Tex.) – Representing an Oil and Gas Equipment and Services company in litigation brought by approximately 400 employees asserting claims of improper payment of overtime wages arising from incentive bonuses

  • (S.D. Tex.) – Representing an Oilfield Services company in multiple putative collective actions involving allegations of miscalculation of overtime; successfully enforced employer’s dispute resolution program, requiring employees to arbitrate cases on an individual, rather than collective, basis

Wage & Hour Disputes

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Client Alerts

2026 Energy Disputes Outlook: Key Energy Arbitration and Litigation Trends from Vinson & Elkins

Overview Vinson & Elkins’ International Dispute Resolution & Arbitration team examines 10 trends involving liquefied natural gas (LNG), climate change, renewable …

January 14, 2026 • Vinson & Elkins’ International Dispute Resolution & Arbitration team examines 10 trends involving  liquefied natural gas (LNG), climate change, renewable energy projects, grid modernisation, power purchase agreements, and more.

January 14, 2026 • 2-minute read

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Client Alerts

Wage-Fixing: An Alternative to DOJ’s No-Poach Prosecutions?

On April 14, 2025, the Department of Justice (“DOJ”) obtained a high-profile “wage-fixing” conviction under the Sherman Act against a former executive of multiple home health care agencies (“HHAs”).

April 23, 2025 • V&E Antitrust Update

April 23, 2025 • 2-minute read

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Client Alerts

The Very Timely PWA Requirements Finalized

On June 18, 2024, the Department of the Treasury (the “Treasury”) and the Internal Revenue Service (the “Service”) issued (T.D. 9998) (the “Final Regulations”) regarding compliance with the prevailing wage and apprenticeship requirements (the “PWA Requirements”) impacting many of the clean energy tax credits introduced or expanded by the Inflation Reduction Act of 2022 (the “IRA”).

July 15, 2024 • V&E Renewable Energy Update

July 15, 2024 • 11-minute read

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Client Alerts

Department of Labor Increases Salary Thresholds for Overtime Exemptions

On April 23, 2024, the United States Department of Labor released the final version of its rule that revises Fair Labor Standards Act (“FLSA”) regulations in order to increase the salary thresholds that must be satisfied in order for certain employees to qualify as exempt from the FLSA’s overtime payment requirements.

April 25, 2024

April 25, 2024 • 1-minute read

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Event Recaps

The Inflation Reduction Act: Working on The Labor Requirements

Attorneys from our Employment, Labor and OSHA and Tax groups discussed the prevailing wage and apprenticeship requirements in the Inflation Reduction Act.

October 26, 2023

October 26, 2023 • 1-minute read

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Client Alerts

California and New York Leading a New Year of Pay Transparency

In an attempt to address concerns about pay inequity, California and New York rang in the new year by implementing laws that require employers to include information about compensation ranges in job postings, joining Washington, Colorado and Connecticut, which have already implemented similar pay transparency laws.

January 12, 2023

January 12, 2023 • 2-minute read

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Event Recaps

The Inflation Reduction Act: What Do Wages and Apprentices Have to Do with Taxes?

Attorneys from our Employment, Labor and OSHA (ELO) and Tax Groups discussed the prevailing wage and apprenticeship requirements in the Inflation Reduction Act.

November 9, 2022

November 9, 2022 • 1-minute read

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