Overtime intake that captures pay records and hours worked up front
Our intake asks whether hours exceeded 40 a week, whether overtime was paid at time-and-a-half, and whether work happened off the clock — then collects pay stubs, schedules, or texts as proof before the file reaches your CRM.
The exact intake your overtime and minimum wage leads complete
This is the real 8-question guided intake for Overtime and Minimum Wage — the same flow your customers finish before you ever pick up the phone.
What a qualified overtime and minimum wage lead should tell you
Claims involving unpaid overtime, minimum wage shortfalls, or off-the-clock work under federal and state wage law, where eligibility turns on employment status, hours worked, and how the worker was paid.
- Work Employer In United
- In Last 3 Years,
- Ever Work More Than
- Worked Over 40 Hours
- Ever Required Work “Off
- Paid Flat Salary Or
- Know Name Company Or
- Have Any Records That
The questions your team needs answered
Every overtime and minimum wage intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Did you work for an employer in the United States (not just as an independent contractor) during the time you’re asking about? | FLSA overtime and minimum wage protections generally require employee status, so a contractor answer materially changes whether the claim fits. |
| In the last 3 years, were you paid less than you believe you were owed (for example, unpaid overtime, paid below minimum wage, or missing wages)? | The three-year window mirrors common statute-of-limitations periods, so it flags whether the claim may still be timely. |
| Did you ever work more than 40 hours in a week for this employer? | Working over 40 hours in a week is the basic trigger for overtime eligibility, so it screens out leads with no overtime exposure. |
| When you worked over 40 hours in a week, were you NOT paid time-and-a-half for those extra hours? | Confirming overtime hours were paid below time-and-a-half is the core fact behind a straightforward unpaid-overtime claim. |
| Were you ever required to work “off the clock” (before/after your shift, during meal breaks, or doing work-related tasks at home) without pay? | Off-the-clock work is a distinct wage theory from unpaid overtime and often points to different evidence needs. |
| Were you paid a flat salary or day rate and told you were not eligible for overtime? | Being told a flat salary or day rate made someone exempt from overtime is a common signal of misclassification worth flagging separately. |
| Do you know the name of the company or person who paid you (or can you identify them from pay stubs, direct deposits, or a work app)? | Being able to identify the employer determines how quickly the claim can actually be pursued. |
| Do you have any records that could help show your hours or pay (such as pay stubs, schedules, timecards, texts, emails, or bank deposits)? | Existing pay stubs, schedules, or messages predict how strong and provable the claim will be at the consultation. |
How Cliont scores overtime and minimum wage leads
Every answer is weighted automatically — no manual review required.
Value signals
- Work Employer In United: yes
- In Last 3 Years,: yes
- Ever Work More Than: yes
- Worked Over 40 Hours: yes
- Ever Required Work “Off: yes
- Paid Flat Salary Or: yes
See the lead your team receives
Overtime and Minimum Wage Lead
From first click to qualified lead
Follow people and businesses seeking counsel through one smooth, guided flow.
They land & meet you
Your video greeting plays instantly — a real face instead of a blank form.
They explain the matter
Smart questions adapt to their matter and capture the full scope.
They share the documents
The facts, dates, and any paperwork come attached, so you can assess the matter before the consultation.
You get a ready lead
Scored and qualified — waiting for you to win it.
Built for overtime and minimum wage workflows
| Cliont capability | Overtime And Minimum Wage application |
|---|---|
| Weighted scoring | Unpaid overtime, off-the-clock work, and misclassification answers carry more weight than contractor status or missing records, so the strongest wage claims surface first. |
| Document upload widget | Leads are prompted to attach pay stubs, timecards, schedules, or texts referenced in the intake, giving you documentation before the first call. |
| Conditional logic | The intake only asks about missed time-and-a-half pay after confirming the person actually worked more than 40 hours in a week, keeping the flow relevant. |
| CRM routing | Leads with confirmed employee status, unpaid hours, and supporting records route to your CRM as ready for a consultation, while thin-documentation leads route as follow-ups. |
Common overtime and minimum wage lead scenarios
Classic unpaid overtime claim
Worker regularly exceeded 40 hours, was never paid time-and-a-half, and has pay stubs or timecards to show it — the intake surfaces this as a strong, well-documented claim.
Off-the-clock work, no paper trail
Someone describes unpaid pre-shift or meal-break work but has no pay stubs, schedules, or texts to back it up — the intake still captures the claim but flags thin documentation for follow-up.
Salaried worker told 'exempt'
Employer paid a flat salary or day rate and said overtime didn't apply, but the worker still logged hours over 40 — a misclassification theory the intake distinguishes from a simple unpaid-hours claim.
Contractor status in question
The person worked as a 1099 contractor rather than a W-2 employee, which lowers the score since FLSA coverage may not apply the same way — the intake flags this for a closer look instead of auto-qualifying.
Employer identity is unclear
The lead isn't sure of the legal name of the company or person who paid them, making the claim harder to pursue immediately even if the underlying pay facts look strong.
Connect Cliont to your workflow
Send leads
HubSpot, HighLevel, Salesforce, JobNimbus
Book matters
Google Calendar, Outlook Calendar, Calendly
Notify your team
Email, SMS, Slack
Automate follow-up
Zapier, Webhooks, API
Simple, transparent pricing
Choose the plan that works for your business.
Professional
Unlimited intake forms and leads for your growing business.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Advanced analytics dashboard
Pay Per Lead
Only pay when you receive a qualified lead.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Charged only for submitted leads
More employment and labor law intake templates
Overtime and Minimum Wage lead-intake FAQs
How does the intake treat leads who worked as independent contractors instead of employees?
The intake asks directly whether the person worked as an employee versus an independent contractor, and a contractor answer carries far less weight since FLSA overtime and minimum wage protections generally require employee status.
What happens if a lead has no pay stubs, timecards, or other records?
The intake still captures the claim, but the documentation question is scored lower without records, so these leads land as worth a follow-up rather than automatically high priority.
Does the intake ask about being told 'you're salaried, so no overtime'?
Yes — one question specifically asks whether the worker was paid a flat salary or day rate and told they weren't eligible for overtime, which flags potential misclassification separately from straightforward unpaid-hours claims.
How far back does the intake check for unpaid wage issues?
The core wage question asks about underpayment within the last three years, which lines up with common statute-of-limitations windows for overtime and minimum wage claims.
Can the intake tell the difference between unpaid overtime and off-the-clock work?
Yes — one question isolates unpaid time-and-a-half for hours over 40, while a separate question covers off-the-clock tasks like pre-shift work or unpaid meal breaks, so you see which theory applies before the consultation.
What if the lead doesn't know the exact legal name of their employer?
The intake asks whether the lead can identify who paid them from pay stubs, direct deposits, or a work app, so you can see upfront whether the employer will need to be tracked down before a claim can move forward.
Turn overtime and minimum wage visitors into qualified cases
Give every overtime and minimum wage visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.