Help !solid Case With Recording? Contingency?

Location: Oklahoma For reference we are young parents (18F) (20M). This is why I believe his job doesn’t think he’ll catch on to legalities. This is a case of definite wage theft, but there’s more. My boyfriend has been threatened by a line lead for reporting him and when he reported it a 3rd time he was mocked just like each time before and retaliated against. There is an older woman who reported sexual harassment on a man previously, she still had to work with him when he poked her inappropriately with a broom handle. She reported this and nothing was done so she quit and is now facing eviction. She is ready to come forward, we have a call recorded of her entire raw emotional side (one party consent state), and screenshots of a young female former coworker saying she quit due to sexual harassment, and hostility from one of the same bosses my boyfriend has been retaliated against by (we know of dates and locations including near cameras this man gets in his face) we also have a voice audio of a higher up the same one who has ignored sexual assault reports and my boyfriends harrasment reports, admitting to wage theft on my boyfriend and his entire department by saying only one QC gets paid for it. At this job they switch there position daily and have people line up to be chosen by line leads. These people do not receive pay for the job done that day but there title in the computer. I have an entire drop box folder filled with evidence this has been ongoing and evidence my boyfriend was QC (tons of paperwork he signed and dated) also we are from now on dating each day he works a position he can’t legally (like machine OP due to osha safety regulations). I believe this is an employee wide wage theft of every department and the daily rotation is an attempt to leave less of a trail. We cannot afford a lawyer, we didn’t even know it was company wide or about the poor woman facing homelessness due to the same retaliation my boyfriend faced until we started gathering our evidence for the EEOC. Now we have discovered a much much larger problem with many laws involved, we need a contingency lawyer and im hoping to open an investigation so every employee gets justice. Is this realistic? With all of our proof? Im willing to share my folder of evidence with a way better claim of events and more detail with anyone who ask but it will not be downloadable and it will expire for privacy concerns. This company has no idea, he is still working there as we speak.