Employers today are faced with a wide-range of issues related to wage and hour practices.
Whether it is misclassification concerns, paying for all time worked, complying with meal and rest period laws, or responding to a U.S. Department of Labor (“DOL”) or state Attorney General investigation, employers who adopt a “head in the sand” approach to wage and hour compliance risk incurring significant defense costs and monetary liability. The DOL, strengthened by data suggesting that more than 70% of employers are not in full compliance with federal wage and hour laws, has become much more aggressive in its enforcement efforts. Furthermore, plaintiff-side law firms that specialize in litigating wage and hour cases, particularly with multiple claimants, have thrived.
Skoler, Abbott & Presser offers clients over 50 years of experience conducting wage and hour audits and defending employers against litigation and agency investigations. The firm also routinely advises clients on compliance with federal and state wage and hour laws including:
- Compliance with state and federal minimum wage laws
- Controlling and properly calculating overtime compensation
- Paying employees for all time worked
- Properly compensating employees for vacation, sick time, and other paid leave
- Classifying employees as exempt or non-exempt from overtime
- Classifying workers as independent contractors or employees
- Timekeeping practices and recordkeeping compliance
- Compliance with prevailing wage and fringe benefits requirements on government contracts
We encourage clients to take a proactive, preventive approach to wage and hour laws, and we work with employers to devise practical strategies and solutions. If litigation ensues, our attorneys team with management to protect your organization’s interests and minimize potential exposure.